THE UNIVERSITY OFCHICAGO g RECORDSeptember 28, 1974 An Official Publication Volume VIII, Number 6CONTENTS153 EQUAL EMPLOYMENT OPPORTUNITY: AFFIRMATIVE ACTIONFIFTH ANNUAL REPORTTHE UNIVERSITY OF CHICAGOFOUNDED BY JOHN D. ROCKEFELLER© Copyright 1 974 by The University of Chicago. All rights reserved.THE UNIVERSITY OF CHICAGO RECORDFIFTH ANNUAL REPORTEQUAL EMPLOYMENT OPPORTUNITY:AFFIRMATIVE ACTIONI. INTRODUCTIONThis fifth annual report provides statistical information concerning all employees of theUniversity.1 The data are in a format similar tothose submitted in previous years; the referencepoints are June 1973, June 1974 as projected in1973, June 1974 and 1975-76 (June 1976).The projections have been updated from thoseprovided last year. They represent a realistic appraisal of the expected distribution of employeesin June 1976, based on a good faith effort to provide equal opportunity to women and minorities.In addition to providing comprehensive statistical data, the report also summarizes significantactions, and developments, past and projected, inthe University's continuing program of positiveaction in the field of equal employment opportunity.To place in context the conditions under whichaction in the areas of hiring additional women andminorities are possible, it should be pointed outthat while the size of the total staff grew by almostThe Vice-President for Programs and Projects continues to have the coordinating role for the University'saffirmative action program. Matters relating toacademic personnel are the responsibility of the Provost; in non-academic areas the responsibility lies withthe Vice-President for Business and Finance. This report was prepared in the Office of the Vice-President forPrograms and Projects.1. The data provided to the Department of Health, Education and Welfare included salary information which isconsidered confidential, although it did not identify individuals by name. These data are not reproduced heresince persons within or knowledgeable of an employment unit of the University might be able to deduce thesalary of colleagues from the statistical informationsubmitted. 4 percent in 1972, since 1972, however, there hasbeen a steady decline in total employment so thatas of June 1974 the total employment level hasdeclined 2.5 percent from the 1972 high. This restrictive staffing situation will undoubtedly affectthe extent of accomplishments in the University'sprogram.The University's financial position remainssimilar to recent years, namely, one calling for avery tight budget and careful scrutiny of expenditures.With respect to faculty size, the result has been,as the Provost reported on October 1, 1973, thatover the past four years the number of faculty hasbeen reduced by more than five percent. Thereare currently no plans for an overall increase infaculty size and the necessity of balancing thebudget imposes continuing pressure for continuing reduction. The University is committed to theeffort to achieve a balanced budget over a two-year period; the 1974-75 budget reflects a deficit orshortfall of $3,900,000. In order to help achieve abalanced budget, the University is now engagedin a massive effort to raise additional funds. Inthis context opportunities for affirmative actionare quite limited and make it difficult to be optimistic about large-scale changes in faculty composition.II. SUMMARY OF STATISTICAL DATAAs indicated above, for two years in a row thetotal number of University employees decreased.Between June 1973 and June 1974 the decreasewas just under one percent. Women andminorities continue to be a stable percentage ofthe University's workforce (see Table 1). For153both groups the percentages are above those forthe City of Chicago (see Table 2).Analyzing these figures in more depth, butusing EEO-1 data (which are tabulated at a different time in the year and hence are somewhat different), it is possible to compare changes in recentyears in the percentages of women and minoritypersons in various job categories, as is presentedin Table 3, below.(It should be noted that since publication of theproposed EEO-6 report, an EEOC employmentreport specifically designed for Colleges and Universities, there is no requirement to submit theEEO-1 data. No doubt the change in format andcontent for the new report will be advantageous inthe long run, but during this intervening periodcross-year comparisons will be difficult to prepareand the data will not be easy to analyze.)The University continues to employ a substantially higher percentage of women and minorityTable 1: Minority and Female Employees (1972-74)June1972 June1973 June1974Women 5,07656.1% 4,93255.4% 4,90055.5%Minority 3,42537.8% 3,39038.1% 3,40038.5%Total Employees 9,056 8,908 8,827Table 2: Minority and Female Employees(Comparison with Department of LaborStatistics)June1971-74(average) City of Chicago*1971 AverageWomen 55.6% 40.1%Minority 38.1% 25.8%*Bureau of Labor Statistics Data, updated July 1973. group members in almost every job category thanis the norm as established by comparison withChicago Standard Metropolitan Statistical Area(SMSA). This is not the case with respect towomen in the limited categories of craftsmen,operatives, and laborers. However, these groupsrepresent only 3.9 percent of the total employeesand traditionally involve areas where applicationsfrom women are very few.III. FACULTY ACTIONS ANDAPPOINTMENTSA discussion of the appointment and promotionpolicies of the University appeared in last year'sEEO/AA report (published in the Record,Volume VII, Number 8, September 21, 1973).1. ActionsSince specific faculty appointments and promo-Table 3: Comparison of Percentage of Employees inJob CategoriesSMSA* 1972 1973 1974(a) WomenOfficials and ManagersProfessional andTechniciansSales WorkersOffice and ClericalCraftsmen (skilled)Operatives(semi-skilled)Laborers (unskilled)Service Workers (16.5)(37.9)(42.0)(74.6)( 5.4)(30.4)(19.6)(51.6) 37.143.550.086.41.313.30.059.6 38.543.444.785.81.315.40.057.3 37.843.644.286.51.316.10.056.3(b) Non- WhiteOfficials and ManagersProfessional andTechniciansSales WorkersOffice and ClericalCraftsmen (skilled)Operatives(semi-skilled)Laborers (unskilled)Service Workers ( 5.5)( 9.3)( 5.3)(41.5)( 9.0)(17.7)(34.6)(19.8) 22.426.617.634.816.936.250.085.9 22.327.110.536.414.731.950.085.4 23.226.911.637.915.135.652.286.1*These are the figures for the Chicago Standard Metropolitan Statistical Area in 1971, the latest available.154tions ordinarily originate with individual departments and schools, a major thrust has been made(as reported last year) to expand actions designedto carry out at the level of department chairmenand deans the University's policy of positive action with respect to appointments and promotions.The University has endeavored to keep alldeans and department chairmen abreast ofguidelines and other information issued byDHEW. As appropriate, this material is broughtto the attention of the faculty. An importantmethod of informing the faculty and the entireUniversity has been the practice of publishing theannual report in a campus-wide bulletin, TheUniversity of Chicago Record.In past years, special meetings have been heldby the President with 80 academic departmentchairmen, and this year he addressed a specialmemorandum to them — which also was printed inthe Record.Emphasis is continuously placed on the needfor broadening the search for faculty candidatesby looking at sources not previously consideredand by using methods not previously used; forexample, by announcing in journals the possibilitythat appointments may be made.The University has placed a general announcement in Science and several other professional journals and has given strong encouragement to departments to place their own specificnotices.There is a faculty committee available to examine "the problems involved, the circumstancesto be used in the search for faculty appointments." The committee has six members, one ofwhom is a woman and one of whom is Black.There is also a Committee on University Womenwhich is operative as necessary.This summer, faculty committee compositionwill as usual be reviewed and specific attentionwill be given to the representation of women andminorities. However, it should be pointed out thatfaculty committee memberships are not honoraryin nature but require work and willing agreementof the faculty to serve; committee compositionreflects this.2. AppointmentsFirst, an analysis of promotion/reap-pointment/termination decisions for the last fouracademic years indicates that there is no reason tobelieve that there is any difference between theway in which men and women fare in this process.Table 4 shows that the percentages of men and women whose contracts were not renewed areabout the same; that is, the number of men notreappointed as a percentage of the total number ofmen considered, is the same as the number ofwomen as a percentage of the total number ofwomen considered.Table 4: Decisions onReappointment/Promotion/Termination(Including Resignations)1970, 1971, 1972, and 1973Men WomenNo. % No. %Promoted 45 11.25 10 14.49Reappointed 265 66.25 43 62.32Resigned 28 7.00 5 7.25Terminated 62 15.50 11 15.94Total 400 69Second, an examination of the number of faculty (Table 5) shows a decrease of 36 in the totalnumber of faculty between June 1973 and June1974, while at the same time an increase of sixwomen and a decrease of four minorities.The decrease in minorities reflects HEW'schanges in the definition of "minority." In 1973the report had included in the Oriental minoritycategory, people of East Indian or Pakistaniorigin or extraction. The 1974 data has includedthese as White. Without this change the June 1974number of minority faculty would be higher thanthe June 1973 number. (The changes in the Department of South Asian Languages and Civilization alone accounts for this decrease and therewere many other changes.)The increase in women faculty is particularlysignificant. There is an increase in almost allranks, including a 50 percent increase in thenumber of women associate professors. Thenumber of women instructors decreased. But thiscategory did decline in total and some of the decrease in women is accounted for by promotionsto assistant professor.155Table 5: Faculty2June 1973 June 1974Total Female Minority Total Female MinorityProfessor 515 16 25 517 17 24Associate Professor 230 18 10 242 27 12Assistant Professor 322 44 25 289 49 24Instructor 86 18 11 69 10 7Total 1,153 96 71 1,117 103 67IV. REVIEW OF THE TOTALUNIVERSITYThe Vice-President for Programs and Projects, who reports to the President, continues tohave the responsibility for coordinatingaffirmative action matters throughout the University. Deans and department chairmen and otherunit heads were asked to review their recruitmentpractices; and to analyze salary practices and patterns and the racial and sexual composition of theacademic appointees and other staff. These, inturn, were reviewed by the Office of the Vice-President for Programs and Projects. The reviewsfollowed the same general format for all academicand non-academic areas. Employment statisticsfor the period 1972-74 and projections for 1976were examined. In cases where there appeared tobe under-utilization of either minorities or women, questions were raised concerning the availability of candidates for consideration for appointment or employment. Where appointmentsor hires had been made in this time period, therecruitment methods were inspected.2. It is important to note that the number of facultyreported here is consistent across the years, but is notidentical with the total faculty of the University. Thetotal faculty as would be reported by the Provost is aslightly larger number since it includes a few people whoare reported in this EEO/AA report by their position asUniversity Officers (the President and some of theVice-Presidents) or professionals and administrators(for example, physicians, the Registrar, and the Chaplain).This small group of faculty reported in their administrative capacity for EEO purposes includes a Blackmale Vice-President of the University. Although he isincluded in our numbers for June 1974, he has alreadyaccepted a position as President of the LeMoyne-OwenCollege in Memphis, Tennessee. All University salaries are reviewed everyyear. This past year, again, however, a specialdetailed review of salaries paid to every womanand minority faculty member was made. Detailedanalyses of faculty recruitment activities and appointments were made, as were non-faculty. Apparent discrepancies were discussed and resolvedwith the department chairman, dean, or the unithead.The reviews revealed that academic departments continue to broaden their search for topquality candidates. Searches include the use ofemployment registries of professional associations, placement bureaus at professional meetings, announcements in journals, announcementsin employment bulletins, and the solicitation of allgraduate-degree-granting institutions in a givenfield.V. ACADEMIC DEPARTMENTSThe following section provides a departmentalanalysis. But it is important to recall, before proceeding, the qualifications stated in last year's report regarding "pools" and searches.As was pointed out last year, national poolstatistics do not necessarily present a valid indication of the number of suitable candidates availablefor appointment at The University of Chicago.The report noted: "Several factors may be operating to cause the racial and sexual distribution ofpersons available for appointment to be differentfrom the distribution among those receiving degrees. It is not possible to determine whether thefactors would result in higher or lower percentages of women and minorities in the pool of suitable candidates, and an accurate determination ofthe numbers would almost involve examination of156the credentials of each graduate. Further, itshould be pointed out that the possession of aPh.D. is not a requirement for appointment toThe University of Chicago; appointments havebeen made to persons who did not possess thedegree, and the mere possession of the degreecannot 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 whichcauses the availability statistics for the Universityto differ from national pool statistics is the natureof different departments. For example, nationalpool statistics in music include the performing artsas well as musicology. The University does riotmake appointments to persons whose primary interest is performance; it does not have a conservatory. In the physical sciences, statistics onPh.D. degrees in chemistry, physics, andmathematics include those awarded in both basicand applied science, whereas the University's faculty in the physical sciences are primarily concerned with basic research. There are many similar cases."In the field of education one cannot just lookat the pool of people receiving degrees in the field,as candidates may be drawn from psychology,sociology, and economics as well as from education. Likewise, the Graduate Library School, inaddition to drawing from people with library degrees, would have a pool which includesmathematics and statistics, for example. Thereare many similar cases."The points made last year regarding"searches" are also still valid and should be left inmind: "Second, respecting 'searches' and 'vacancies', the University may be considered to besearching for people for appointment at all times;and, in general, may be considered never to havevacancies and yet always to have vacancies. Departments are always on the lookout either forthose young people who have at any early stage oftheir development demonstrated an unusual potential for high scholastic achievement or thosepersons with an international reputation who become available for appointment. In the course ofsearching, departments develop lists of candidates who may be considered for appointment.Such appointments are generally made after explicitly comparing and contrasting several candidates each of whom may have been invited for a seminar or interview, procedures which take timeto consummate. However, unusual appointmentsgenerally do not, and need not, follow such procedures because the candidate's abilities and accomplishments are so well established and because they already have been proven outstandingby comparison with their colleagues."The foregoing should not be interpreted tomean that there are not specific searches for people with particular qualifications. This type of appointment would be most likely where there is aneed for a particular expertise for teaching or, inthe case of the Biological Sciences Division, forproviding clinical service. However, even here anappointment will only be offered if a candidate ofquality is identified. In such cases it may benecessary to appoint a visiting faculty member (ora series of visiting faculty) to fill the need temporarily until a person suitable for a regular appointment is identified."Biological Sciences Division1. Overall. It is important to keep in mind inconnection with discussions below, as was notedlast year, that the University is one of a very fewuniversities which requires its M.D.s to devotefull time to faculty research and teaching assignment, and not engage in private practice and earnincome therefrom. This policy limits the pool ofM.D.s from which the University recruits its faculty.2. The Department of Anesthesiology. The Department of Anesthesiology is continuously in themarket searching for anybody who is qualified,clinically competent, and has a state license. Thecompetition for anesthesiologists is great— especially when one considers the lucrativeconditions offered by private practice. Manyacademic departments of anesthesiology acrossthe country are experiencing the same difficultiesin recruiting. The University full-time faculty policy makes recruitments even more difficult underthese conditions. These factors are among thosethat account for the vacancies in the Department.It has been pointed out in a previous report thatM.D.s going into the practice of anesthesiologyrepresent a small percentage of the total — about 7percent. Of these 7 percent, less than 20 percentare women, and minority group members are evenrarer. There are very few qualified Blacks in thefield at this time, perhaps only five or six.There have been no turnovers of full professors, no promotions, no departures, no appointments from the outside in the past year. Two newappointments of associate professors have been157made within the Department this year. One wasawarded to a White male and the other to a Whitefemale thus bringing the total in this category toone White male and two White females.Two new appointments of assistant professorswere made from within the Department this year.One was awarded to a White male and the other toan Oriental female. This brings the total tothree — one White male, one Oriental male, andone Oriental female.The Department currently has one Orientalmale instructor and one White female in thiscategory. Both were recruited during the pastyear.3. The Department of Medicine. In the recruitment of faculty the identification of senior scholars is easily accomplished by national reputation.Since the Department wishes to recruit into thesenior level only faculty of the first rank, it canfind such individuals without advertisement.In the recruitment of junior level people, that isinstructors and assistant professors, the locationsof the major academic training programs in eachsub-specialty of Internal Medicine are wellknown. The Department speaks directly to thetraining directors at the half dozen best centers ineach field, ascertains the names and qualificationsof the individuals completing their programs, andthen contacts these individuals directly. In allconversations with training directors the Department has always specifically sought out potentialfemale members of the faculty and minority grouppossibilities. Contact with training directors iscontinuous.The point made in last year's report should berecalled, that the absolute number of M.D.s in theacademic pool of the very best in the nation isvery, very small, and the numbers of women andmembers of minority groups a small quantitywithin.Since the situation differs in each speciality it isnecessary to review each separately as follows:Chest Medicine. Academic Chest Medicine isnot a very popular field and the training programsthoughout the country are largely undeveloped.The Department has been conducting a nationalsearch for two years and has not turned up asingle senior candidate for active recruitment.The Department, therefore, turned to the juniorranks of faculty members in other institutions andlocated and recruited a candidate (male) to theassistant professor rank. There are practically nowomen or minority group members in theacademic Chest Medicine. The Department continues its search. Cardiology. One woman was recruited intoCardiology in the past two years. After anothernation-wide search the Department has not beenable to find another. Three new members at theassistant professor level have been appointed, oneis an American male, one a Puerto Rican male,and one an Asian Indian male.Nephrology. The Department has made a national search for faculty members in RenalMedicine. It had the help of one of the few womenacademic nephrologists in the country. It was notable to provide leads regarding potential womenor minority group candidates in training programselsewhere.Infectious Diseases. The Department hassearched a year and a half for two academicphysicians for this specialty. It had hoped to recruit a woman from another university, but eventually, she decided to stay where she was.Dermatology. One woman was recruited intothis section.General Internal Medicine. The academic poolfor this particular branch of Internal Medicine isextremely small.Clinical Pharmacology. The Department islooking for a major figure in the field, at the fullprofessor rank. The five leaders in this field,throughout the United States, are all men, andthere are few women in this field — none at thesenior rank.Endocrinology . There are two openings in thissection. One was offered to a woman who electedto go elsewhere because of family convenience.Neurology. There are two openings in this field.One was offered a woman. However, she electedto go to Los Angeles instead.4. Department of Obstetrics and Gynecology.About 22 percent of the faculty in this Department are women which corresponds with the national pool of academic medical faculty in thisarea. These proportions are not expected tochange over the next several years. Nine of the 23faculty are non-whites. A special review has beenmade of salaries paid the women in the Department during the year and changes and recommendations were made.5. The Department of Ophthalmology. Thereare currently no women or members of minoritygroups in academic positions in this Department.However, perusal of pertinent files indicates thatthe Department has broadened its searching procedures for people qualified to be retinalsurgeons. The responses included several namesof qualified persons from minorities, but it wasindicated some of these people returned to their158native countries after training, or were for otherreasons unavailable. Two White males completing their residency training on June 30, 1974, havebeen approved by the University for advancement to the rank of assistant professor on July 1,1974.6. The Department of Pathology. Last year'sreport provided the background information forthe manpower situation and the national pool ofacademic departments of pathology. This situation has not changed.The total faculty number is 31, as it was previously. This includes the Department Chairmanand two associate professors with joint appointments reported for EEO/AA purposes in anotherdepartment. Six of the faculty are women and twoare minority group members. The followingchanges occurred during the past academic year:Two faculty members were promoted to full professor on July 1, 1973. Both had previously servedas associate professors for five years or longer.Their promotions were recommended on the basisof merit and to fill a particular need for service orteaching in the Department.Currently there are eight men and three womenserving as associate professors. These have notchanged since July 1, 1973. Salaries of womenfaculty have been given a special review. The position of Director of the Autopsy Service was filledon July 1, 1973, by a woman who has beenaffiliated with the Department of Pathology since1965. The Department engaged in the search process for this position and received three recommendations (all White males) from three outsideconsultants.During 1973-74 there were 10 assistant professors in the Department of Pathology. A Whitefemale was promoted to this rank on January 1,1974. In addition, two women held this rank forthree years.7. The Department of Pediatrics. There is nosignificant change from the circumstances reported last year. The method of recruitment forfaculty is somewhat informal at all levels. Thework force in these areas is extremely limited andall outstanding training programs are known to theindividuals responsible for recruitment. Letterand telephone contact with colleagues and headsof training programs identify available candidates.All candidates indicating a possible interest in theposition available are invited to interview. Aperiod of two or more years is sometimes requiredto fill an academic vacancy. The Association ofChairmen of Departments of Pediatrics now circulates lists of openings and candidates. The De partment has used this listing for recruitment.8. The Department of Psychiatry. There wasone promotion to full professor from within theranks in the past year (associate professor to professor) but otherwise there was no activity andthus no opportunity for affirmative action.There was no recruitment at the associate professor rank in the past year and thus no opportunity for affirmative action.There was activity at the assistant professorrank generated by resignations. The two Whitefemale instructors have been promoted fromwithin (effective July 1, 1974) to the assistant professor level. In addition, one White male graduateof our residency program has been hired at thisrank due to his experience and qualifications as aPh.D. in psychology as well as an M.D. with special focus on behavioral methods and sexual dysfunction. The Department found no suchqualifications in response to searches describedbelow.In an effort to avoid missing any potential candidate for this or any other faculty rank, letterswere sent to 110 chairpersons of departments ofpsychiatry throughout the country as well as 129directors of psychiatric residency training programs. There were two responses as a direct resultof these inquiries. The responses were evaluatedand they are on file in the Department. One wasfor a non-board accredited child psychiatrist andone clinical research psychiatrist who did not respond to our later letter of inquiry.There has been activity at the instructors rankdue to the promotion effective July 1, 1974, of thetwo women to assistant professor level. In addition, a new appointment was made to this rankeffective July 1, 1974. The new appointee wasgained from the ranks of our graduating residents.The appointment to this level was made based onthe research experience and qualifications of theindividual. He is able to teach neurology as wellas psychiatry and this is a very uncommon combination.9. The Department of Radiology (including theFranklin McLean Memorial Research Institute).During the past 18 months the Department hasbeen without a permanent Chairman and as a consequence of this, recruiting to the Department hasbeen at a virtual standstill. The majority of thestaff have been recruited from within the Department itself, but the Department is now embarkingon a vigorous recruiting program and is solicitingcandidates for staff positions across NorthAmerica. As the recruiting program gathersmomentum the representation in the Department159of both minorities and females is expected to increase. However, data available suggest thatthere are only a limited number of minority groupmembers or women in the faculty ranks inRadiology.In analyzing the current status of the medicaland Ph.D. staff of the Department of Radiology,including the academic appointments in theFranklin McLean Memorial Research Institute, itis noted there is a total staff, including clinical andnon-clinical appointments, trainees, residents,and interns, of 75. Ten of these appointments,however, at senior levels are held by individualsoutside of the Department itself. Of the total staffat The University of Chicago Hospitals in the Division of Biological Sciences, three hold joint appointments in Medicine or Surgery so that the actual staff of the Department at The University ofChicago consists of 62 individuals. Of these 62,five are women (one intern, two residents, oneassistant professor, and one associate professor).One of these five, an assistant professor, has beenrecommended and approved for promotion to associate professor. Three of these women members of the Department were recruited this yearwhich illustrates the strong commitment of theDepartment to the EEO program.Twelve members of the Department come fromminority groups. There are six resident or postdoctoral appointments, two instructors, one research associate (without faculty rank), one research associate (assistant professor), one assistant professor, and one associate professor.10. The Department of Surgery. Surgery is afield which attracts very few women or minoritygroup members. There is still a shortage ofsurgeons to fill the major faculty positions insurgery throughout the country. Presumably,qualified candidates would find suitable positionswhen the situation exists with a large number ofvacant positions. With the number of years oftraining required, it would be a safe estimate thatwomen and minority groups will be available forfaculty appointments in approximately four to sixyears. Recruiting of faculty members this year hasbrought home the fact that there is a severe scarcity of academic surgeons in the United Statesand the competition for qualified surgeons amongthe first-rate schools is extremely intense.The major increase in the staff of the Department of Surgery is attributed to the increase ofinterns and residents during this academic year.From a total of 40 residents in June 1973, the resident staff is up to a total of 50 in June 1974. Of the50 residents, there are two female Whites, four male Orientals, one male Black, and one maleSpanish, showing an increase of non- White malessince a year ago. This increase may be a reflectionof the increased opportunities made available inthe field of surgery starting a few years ago. Theseindividuals will form a part of the pool from whichjunior faculty appointments will be made in thenot too distant future.11. The Ben May Laboratory for Cancer Research. The Ben May Laboratory is an unusualgroup, specially designed for a unique researcheffort on cancer. Its faculty is small and interdisciplinary, with Dr. Huggins as the sole M.D. andthe remaining members all being Ph.D.s. Theother members of the faculty cover fields such asbiochemistry, physiology, biophysics, and organic chemistry. The research program of theLaboratory is directed toward following certainlines of development in the research on cancerthat utilize and mesh the diverse scientific backgrounds of the individuals mentioned above. Anumber of special characteristics flow from its uniqueness. Consistent with a dedicated team effort,there are not slots for which the Department actively recruits. However, when a new facultymember has been added, it has been an individualwho is (a) outstanding and (b) able to interactscientifically with other members of the group in away that would optimize the research attack onthe specific problems of cancer the Laboratoryhas selected to study. These characteristics of theLaboratory affect the nature of the area in whichit will seek faculty. Though it has the fields ofmedicine, biochemistry, physiology, and organicchemistry to draw from (and such fields would ingross include relatively large numbers of womenand lesser numbers of minority group members),it still recruits in terms of an individual talentrather than a field. Also, to be considered a person has to be doing work of a similar nature thatbears on the research program of the Laboratory,which limits the available people.From this point of view the number of availablewomen or minority group members is extremelysmall. In fact, the Director does not know of anyindividuals in these categories that the Laboratorywould seek to recruit at the present time. TheLaboratory has only been able to identify a smallgroup of individuals of high quality who are nowworking in the same specific areas of cancer research, and none of these persons are women or amember of a racial minority. There do exist anumber of academic women and minority groupmembers within the appropriate scientific fields atthe senior level. None, however, would fit the160special program and needs of the Laboratory.Another aspect of the Laboratory's recruitmentprocedures is that it often tends to recruit peoplethat it knows about thoroughly. These often include people that are currently working as research associates or in some other non-facultycapacity within the Laboratory. This recruitingprocedure enables the Laboratory not only tohave a deep knowledge of an individual' s intrinsiccapabilities, but, more importantly, the Laboratory has a knowledge of his or her capabilities inthe Laboratory's research program, and how theindividual can fit into the faculty team contributing to the total progress of the Laboratory's program.In the past year there has been one promotionfrom assistant to associate professor. This involved obtaining outside opinions and comparisons. No other faculty level promotions are planned for the coming year.The number of faculty positions in the Laboratory has remained at eight individuals, and therehave been no changes in personnel in the pastyear. The number of Oriental faculty memberslisted has decreased from two individuals to one,because of the change in the assignment of EastIndians from the Oriental group to the Whitegroup.12. The Zoller Dental Clinic. There have beenno new appointments to the faculty of the Clinic.Therefore, there has been no opportunity foraffirmative action in this area. During the yearfive individuals were interviewed for a facultyopening in pedodontics. All were males and oneof these was Black. The position remains unfilledat this time. Four persons were interviewed for aopening in the General Dentistry Clinic; the position was offered to a Black male who subsequently declined it.The above candidates were identified throughpersonal knowledge of them by members of theZoller faculty, or through inquiries made of individuals whose judgment was respected.At the present time there is one female memberof the Zoller faculty at the level of associate professor. In this connection it should be noted thatthe pool of women in dentistry is quite small,about one percent. Moreover, the majority ofthese women are engaged in private practice.13. The Department of Anatomy. During thepast year there were three faculty resignations,two males and one female. Recruitment for fourfaculty members took place, the fourth relating tothe search for a histologist/cell biologist. In relation to the replacement of the three resignations, an advertisement was placed in Science and thepositions were "advertised" in the Association ofAnatomy Chairmen Newsletters. Furthermore,telephone contact was made with several colleagues across the country to inquire after outstanding, innovative, young scholars in thesefields. The position in gross anatomy presentedparticular problems, because this Department isinterested not only in a scholar who teaches grosshuman anatomy but also one whose research interests reside in evolutionary and functional morphology. There are very few such qualified individuals in the country.In the gross anatomy-functional morphologyarea, more than 22 individual applicants wereconsidered including three women, three Asians,and one Black. The candidate selected is a man.For the two neuroanatomy positions, more than30 applicants were considered, including tenwomen, three Asian males, one Spanish male.The successful candidates are one woman andone man.For the histology-cell biology post more than 25individuals were considered, including tenwomen, three Blacks (one woman, two men), andtwo Asians. The successful candidate is a man.By June 1976, the Department projects that itwill increase the number of women faculty bythree making a total of five, which is to be compared to the present two.14. The Department of Biochemistry. From thewinter quarter, 1971, through the spring quarter,1974, 29 Ph.D.s were awarded in Biochemistry.The distribution by sex and race follows:White Oriental Black TotalMale 20 2 1 23Female 5 0 16Total 25 2 2 29Thus, 20.7 percent of the Ph.D.s were awarded towomen.In June 1974 the total faculty, excluding theChairman, numbered 13, including one woman.The increase of two members since June 1973 isnot due to new appointments but is the result ofthe reaffiliation with the Department of two faculty members whose primary appointments wereelsewhere in the University. There are now sixfull professors as compared to five last year; theincrease reflects the reaffiliation.The departmental committee appointed to seeka distinguished biochemist at the professoriallevel continues to meet and to consider and161evaluate eminent scientists. However, no appointment has yet been made.The 1973 projection of three associate professors for 1974 was fullfilled. However, it will increase to five in July 1974 due to the promotion oftwo assistant professors.In 1973 there were three assistant professorspredicted for 1974, the June 1974 actual was four,in July 1974 there will be two. Again, the increasein June 1974 is not a result of a new appointmentbut represents a reaffiliation.A departmental committee was appointed toseek candidates for the position of assistant professor. Because the Department wished to makechoices from as large a pool of candidates of quality as possible, a classified advertisement wasplaced in Science and in Chemical and Engineering News in February 1974 — 160 responses werereceived; each letter was replied to individually.The vast majority of applicants were male; whatseemed to be a significant number indicated Indiaor the Orient as place of birth.The departmental committee carefully screenedall applicants and consulted with colleagueswithin and outside the University as well as withthe departmental faculty and staff. The candidateswho appeared to be most promising, in terms ofbackground, training, and interest, were invited tothe Department to present a seminar and to meetwith faculty members.As a result of the search, two persons havebeen appointed at the level of assistant professorfor the next academic year. Both are male, White.One is of East Indian national origin.The Department continues to receive a number(approximately three per month) of unsolicited inquiries about the availability of faculty positions.15. The Department of Biology. The followingchanges have occurred during the past year:(a) Two women and one man were promotedeffective the 1974-75 academic year to associateprofessor with tenure.(b) One new appointment was made at the assistant professor level, a man, a specialist in animal behavior, will begin on July 1, 1974. The Department looked at a large number of candidatesfor this appointment, two of whom were women.The Department is searching for a specialist inplant-biochemistry. It has interviewed six prospective candidates in this area one of whom was awoman. The Department has decided to offer aposition of assistant professor to the best qualifiedcandidate: a man. The Department also continuesto search for candidates in developmental biology. In this connection the Department has de cided to offer a position to a woman, as assistantprofessor, she has accepted and will start beginning this fall.The Department is still looking for additionalappointments in plant-biochemistry and ecology.Five ecology candidates were interviewed lastyear one of whom was a woman. No appointments were made.16. The Department of Biophysics and Theoretical Biology. The Department was formed on July1, 1973, by merger of the Departments ofBiophysics and of Theoretical Biology, and includes two members of the former Department ofPhysiology. Programs added to those of the Department of Biophysics as a consequence of themerger include neurobiology, developmentalbiology, and population biology.In the fall of 1973 the Department concludednegotiations for a tenured level appointment in thefield of nucleic acid sequencing. The candidate, aman, was given the Eli Lilly Award in biochemistry; he decided to remain at his present university.The Department decided to open a systematicsearch for two junior level persons. It ran an advertisement in Science announcing the openingsfor individuals in the fields of molecular biologyand structural analysis.A total of 65 individuals applied for the twopositions, mostly in response to the advertisement. Among the applicants were six Whitefemales and one (possibly two) Black male; theremainder were White males. All applications,which included letters of recommendation, wereread by at least three members of the faculty.Roughly half of the applications were from individuals who were disqualified on grounds ofinsufficient experience (the advertisement stressed sufficient postdoctoral experience to demonstrate independence), unproductive researchcareers to date, or too complete overlap with research interests already represented in the Department. The Black male was in the first category; he has not received his Ph.D. yet.In the area of molecular biology, a short list ofthree candidates was prepared. Two of these candidates were invited to visit and present seminarsby the Biochemistry Department (the individualshad applied to Biochemistry as well). The thirdcandidate, a woman, was judged by the faculty tobe the best qualified. Her appointment as assistant professor was voted unanimously.In the area of structural studies, faculty reviewof the applicants produced one candidate who appeared superior to all the others. The candidate, a162man, was invited from Oxford to present a seminar. Following his visit, the faculty voted unanimously to recommend his appointment.The Department will have graduated fivePh.Ds between July 1, 1973, and June 30, 1974.Three of these are females. According to a University review of the current Ph.D.s inBiophysics, the Department has thereby increased the national pool of female Ph.Ds inBiophysics by 30 percent.17. The Department of Microbiology. Since theDepartment was not involved in recruitment efforts this year, it had no report to make. Two newappointments were made in October 1973, but therecruitment efforts for these appointments required about one year's lead time and were reported in detail in last year's report. One womanand one man, both at the rank of assistant professor, were appointed.18. The Department of Pharmacological andPhysiological Sciences. The Department of Pharmacological and Physiological Sciences wasformed in July of 1973. The Department's currentmembership consists of four faculty formerlymembers of the Department of Pharmacology,two from the Department of Physiology, plus sixjoint appointments from other departments.Three members of the Physiology Departmentjoined other units: two joined Biophysics-Theoretical Biology and one joined Biochemistry.During the preceding year the Department hasconducted active recruitment for new faculty. Inan effort to search out as many as possible minority candidates for such positions, the search involved a number of procedures including the publication of an advertisement in Science magazinewhich elicited over 100 responses. In addition,two women faculty from the Department ofMedicine were asked to participate in the recruitment of faculty for the Department. Further,widespread notice of the intention to appoint additional faculty members was achieved by the posting of our intention at the 1973 meeting of theFederation of American Societies for Experimental Biology. This organization is the largest singlemeeting of the sciences and potential facultymembers in our respective disciplines. The organization runs a placement service with whichthis Department was registered. Two members ofthe faculty received over 200 written inquiries atthe meeting from which, after a preliminaryscreen, 26 individuals were personally interviewed.In terms of projections through June of 1976,the Department anticipates the addition of at least seven faculty members.In all categories, the Department seeks themost qualified individual at the salary available asevidenced by our recruitment efforts. Therefore,in projecting the various categories, the Department has assumed a sex/race distribution basedon our recent experience regarding persons applying for the jobs.Humanities Division1. General. The Affirmative Action Program Reports submitted by the Chairmen of this Divisionclearly tell the following story:Because of financial structures this was a yearin which very few faculty appointments weremade. Where such were made there was a pronounced concern for fairness in procedure. Wherethe nature of the appointment permitted it, thewidest possible canvas was undertaken to acquirenames of potential candidates; in some areas ofextraordinary specialization such a canvasthrough advertisements, etc. may have been omitted (for example, an expert in early Chinese science). The selection of final appointees was in allcases of the person deemed most highly qualified,independent of considerations of sex, or race, ornational origin.The pattern of promotions during this year suggests similarly that the Division adhered to theUniversity practice and desire to promote thebest. The number of cases was small; as an indicative case, in the Art Department two male Whiteswere not promoted; a woman was.The greatest care was given to salary reviews toassure the greatest degree of equity.In the hiring of service personnel, theguidelines of the Personnel Office are strictlyadhered to — especially as these are designed topromote the greatest degree of non-discriminatorypractices. The same applies to raises and salaries.The Division, in other words, has striven hardto live up to the ideal and the long-standing policyto assure fairness and full opportunity of employment and reward to all its faculty and personnelby trying to follow procedures designed to maximize such fairness and opportunity.2. The Department of Art. There are currently16 members of the faculty of the Art Department;three are women; none is a member of a minoritygroup. Six members of the faculty are professors(excluding a professor who is on indefinite leaveof absence and another listed in the Committee onSocial Thought). One faculty member was promoted to the rank of full professor this year. Noactivity is foreseen for next year. There is cur-163rently only one associate professor. One assistantprofessor will be considered for promotion to thisrank next year.There are nine assistant professors, of whomthree are women. All three women are membersof the Midway Studio's faculty. One of these waspromoted this year from the rank of instructor.Two men were hired at the rank of assistantprofessor to replace two men who resigned as ofthe end of the 1973-74 academic year. The newlyhired faculty were both discovered in the extensive search conducted last year. The appointmentof one in fact resulted from a search over severalyears for a scholar of modern art. During thatsearch, the position was offered to one womanwho turned it down (see 1973 report). This year,four candidates were considered; none was amember of a minority group; one was a woman.The woman was excluded because she did notmeet the full qualifications of the position.A search for another appointment at the assistant professor rank (to teach ancient art) has beenstarted. For that position, one woman has alreadybeen inverviewed and will be seriously considered.The instructor in the Department was promoted to the rank of assistant professor. She is awoman.The appointment of a new Chairman and theinstallation of the Department in the Cochrane-Woods Art Center severly limited this year'ssearch activities. There is little hope, however,that we can hire any Blacks in art history. There isbut a handful of Black Ph.D.s in that field in theentire country. It is more likely that we may beable to hire a minority group artist. We have everyreason to hope that qualified women can be hiredin ancient, Islamic, and contemporary art, areasin which the Department hopes to make appointments.3. The Department of Classical Languagesand Literatures. The Department was saddenedby the death, in July 1973, of Miss Anne Lebeck,who had been appointed as an associate professorto begin work here on October 1, 1973. A searchcommittee consisting of one woman and one manwas already searching for senior staff and the replacement of Miss Lebeck was added to itsduties. It was decided to try to get by with a temporary part-time appointment for 1973-74. Thesearch committee continued its quest with a majorappointment or major appointments beginningOctober 1, 1974, in view. The search committeemade a first catalogue of some 50 classicists(about 40 men and 10 women) in the country and abroad. Then, with more and more scrutiny, itnarrowed this list down to 25 people (24 men andone woman). In the meantime the Departmentannounced a possible position in a bulletin of ournational association: The American PhilologicalAssociation, Positions for Classicists, Vol. Ill,No. I (Nov. 1973). We had some 20 replies (allfrom males; race generally unknown). The members of the Department attending the annual meeting of the American Philological Association (inSt. Louis, December 28-30, 1973) interviewedabout five people (one from the searchcommittee's second list, the rest from amongthose answering our announcement); theDepartment's representatives were also introduced at the meeting to the distinguished scholar,a professor at the Free University of Berlin, whowas now interested in accepting a permanent appointment in this country, and interviewed him.At a meeting of the Department, the Departmentconsidered all the candidates and voted to recommend the appointments as professor in Classics of both a distinguished Hellenist of the University of Reading, England (from the searchcommittee's list of 25), and of the professor fromthe Free University, and offers were sent to both.One accepted. One declined.4. The Department of English. Three full professors retired at the end of the last academicyear. One replacement was authorized, and thesearch for this person was described in last year' sreport. The offer was made (to a man from Cornell), but he turned it down. The Department hascontinued to search for possible candidates in thisarea of study (medieval); at present a leading candidate is a woman in England, and the Department is trying to ascertain if she would be willingto consider the move.The Department also recommended the appointment of a University professor, after severalyears of considering many names, men andwomen. The candidate recommended, a man, wasoffered the appointment and was about to acceptwhen personal problems made him change hismind.The Department also recommended an appointment for a College chair, a woman, but sheaccepted another position elsewhere before anoffer could be made.The Department is still trying to find a candidate to recommend for an appointment innineteenth-century literature; at the moment themost interesting possibility is an Englishwoman.Searches are involving a woman member of thefaculty.164At the associate professor level, there is nochange. However, the Department is currentlyconsidering the promotions of two assistant professors to tenure (two males), both in their secondterms as assistant professors and both now havesubstantial scholarly work to show as well as theirrecord as teachers and colleagues. Two others(one male, one female) are being considered forrenewal of contract as assistant professors. Twoof the current assistant professors (one male, onefemale) were promoted from instructor. Oneother (male) is a new appointment.Two new appointments at the instructor levelwere made (two males) last year. The search forthese new appointments, and the new assistantprofessor, was described in last year's report. Thesearch for new appointments this year was conducted in the same manner and nearly 700 applicants were considered; interviews were set up forabout 15 men and five women. But no new appointments were made because there was nomoney.5. Tha Department of Far Eastern Languagesand Civilizations. There is no easy way to ascertain the "size of the national pool in a field asvaguely defined as is Far Eastern Languages andCivilizations. The word civilization covers a multitude of sins, and the faculty of this Departmentis interdisciplinary, so that national figures for thenumber of Ph.D.s granted in Chinese andJapanese between 1960 and 1969 are completelymisleading as far as the needs of this Departmentare concerned. The impression is that the poolexpanded rapidly during the decade of the 1960s,perhaps by as much as a factor often, but that ithas leveled off, or even declined slightly, in thelast three or four years.There are currently two full professorsbudgeted in this Department, one of whom is aminority member. An offer of a professorship hasrecently been made to a distinguished specialist intraditional Chinese intellectual history who holdsthat rank at another university. It is not known atthis time whether this offer will be accepted ornot. This is a senior appointment for which theDepartment is seeking someone with an established reputation. Since there are fewer than tenpeople of recognized eminence in this field in theWestern world, all of whom are known to themembers of the Department, it has not beenthought necessary to advertise or engage in anyother elaborate form of search procedure.At the present time no one holding associateprofessor rank is budgeted in the Department.Currently there is one assistant professor budgeted in the Department, but it is anticipatedthat one or both of the two instructors (one manand one woman) in the Department will be recommended for assistant professor during thecoming year.There are three lecturers budgeted in the Department, one of whom is a woman, and all threeof whom are members of a minority group. Theyare native speakers of Chinese or Japanese andcarry out the esstential function of providing theinstruction in our basic language courses.No turnover in the existing faculty budgeted inthe Department is anticipated during the comingacademic year except at the rank of full professorwhere it is hoped that a new appointment, whichhas already been offered, will be accepted. Atleast for the coming academic year budgetaryconsiderations seem to preclude any further expansion of the Department.Apart from this the general remarks concerningthe availability of women Ph.D.s which weremade in the report for 1973 still hold good. Thepool of new graduates is such that during the nextfew years there will be an increase in the numberof women appointed as assistant professors. Thenumber of new female graduates and their qualityis such as to expect that 25 percent of the newappointments may be female.7. The Department of Linguistics. The Department of Linguistics has not been authorized tolook for any potential new appointments duringthe past academic year and so has undertaken nosearch procedures whatsoever.One assistant professor (White male) resignedfrom the Department this year and there has beenno replacement.One visiting professor from Rumania (Whitefemale) was appointed during the academic year1973-74. The Department will recommend the appointment of a visiting professor from the USSR(White male) for the academic year 1974-75.The future outlook is one of very limited changeand recruitment activity.8. The Department of Music. The staff of theMusic Department remained stable during1973-74 and it is expected that it will continue sointo 1974-75 and into 1976. There were no terminations, resignations, or retirements. There wereno new appointments and no recruitment efforts.The only substantive change in the complexion ofthe faculty between 1973-74 and 1974-75 will bethe promotion of an instructor to assistant professor. Accordingly, the constitution of the facultyand staff in 1974-75, and on into 1976, so far as canbe seen now will be as follows: Five full profes-165sors (all White male); two associate professors(both White male); three assistant professors (twoWhite female, one White male); one lecturer(White male).It is important to emphasize as well that theConductor of the University Chorus is a Blackmale and that the Conductor of the UniversityConcert Band is a Black male also.9. The Department of Near Eastern Languagesand Civilizations. This is a relatively small unitwith 17 people including the secretary. Personnelturnover is slow, especially in faculty, and in thisday of retrenchment the chances are that, in thelong run, there will be more persons leaving theDepartment than joining it. The general situationsince last year's report has not changedsignificantly except for one specific development.When Professor Gevirtz resigned, it becamenecessary to search for a replacement in BiblicalHebrew and ancient North- West Semitic (as wellas history of the area). The Department advertised the position by sending out a circular toabout 85 colleges, universities, and theologicalseminaries in this country and abroad (all theplaces that members of the Department couldthink of that would be likely to have qualified faculty members or students in the subject matter).The Department received 22 responses (15 U.S.,seven foreign). So far as could be determinedfrom the responses all the applicants were Whiteand male.10. The Department of Philosophy. The openingin the Department of Philosophy was publicly advertised in Jobs in Philosophy, the official organof the American Philosophical Association. TheDepartment received a total of 208 applications,186 from men and 22 from women. Almost noneof these applicants indicated his or her race.The Department appointed a search committeeof three faculty members, and the chairman of thecommittee reviewed all of the material of all 208applicants. The Department asked for the dossiers of the philosophers of science who seemedmost promising, and the Chairman reviewed alldossiers.All three members of the search committee interviewed 12 applicants at the APA Conventionin Atlanta, ten male and two female. All 12 wereWhite. We invited one of the men and one of thewomen to come to the University for a secondinterview. The Department agreed that the manwas better qualified for the position. He was offered the position; and he has accepted, beginningautumn 1975.11. The Department of Romance Languages and Literatures. There will be four departures fromthe present staff, three assistant professors andone instructor.The Department will acquire next fall one maleRumanian hired last November to start in the fallof 1974, and one female White, hired recently as aresult of the search described below, both assistant professors. In addition, one Spanish sur-named male has accepted a special appointmentas professor of Spanish Literature.In December 1973, the Department advertisedin the Modern Language Association Job Information List two assistant professorships inFrench and one in Spanish. The Department conducted interviews for three days at the ML A meeting December 26-29, 1973 (at which time the Department interviewed about 60 candidates), andcontinued an examination of these and other dossiers over a period to two months thereafter. Toward the end of this period, the Department wasinformed that it could make only oneappointment. We decided that the Spanish needwas greatest and selected our best candidate, awoman, who accepted the offer.The statistics of the above search show that thedossiers of 217 applicants were examined as follows: In French, 61 males and 46 females (total107); in Spanish, 79 males and 31 females (total110).In the group of French applicants, the nationality breakdown was as follows: Slavic, 5; Italian,1; Egyptian, 1; Iranian, 1; British, 3; Lebariese, 3;Dutch, 1; French, 17; Oriental, 1; Haitian, 1; andUSA native born, 73.In the group of applicants in Spanish: SouthAmerican, 8; Spanish, 20; Mexican, 2; PuertoRican, 2; Cuban, 13; French, 2; Italian, 2; Egyptian, 1; Slavic, 3; Near Eastern, 1; Austrian, 1;East Indian, 1; and USA native born, 54.The Department projects that the compositionof its faculty will change from four women out of18 faculty in June 1974 to seven out of 21 by June1976.12. Department of Slavic Languages and Literatures. The only changes in tenured ranks resultedfrom promotion: one associate professor waspromoted to full professor (acted on and reportedin the last report) effective with the academic year1973-74; also one term associate professor waspromoted to associate professor with tenure, effective with the academic year 1974-75.13. The Department of South Asian Languagesand Civilizations. There have been very fewchanges in the Department of South Asian Languages and Civilizations since last year's report.166There is one new professor this year. He hasthe Frank L. Sulzberger chair in the College andwas recruited by the College. One assistant professor was promoted to associate professor andone instructor to assistant professor. Thesechanges were all expected and the projection for1976 is that the two instructors will receive appointments as assistant professor.The current lecturer is finishing up the workhere for a Ph.D. and will be returning to Indianext year. There are no current plans to hireanother lecturer.Physical Sciences Division1. Department of Astronomy. During 1973-74 theDepartment will have added one assistant professor and one associate professor, partially offsetting the retirement of one senior faculty memberand the departures of one junior and one othersenior person. A thorough search therefore isbeing continued for all candidates of high qualityat either level. That interest is presently centeredon a; woman, who will be visiting the Departmentshortly for an interview .A number of search procedures were includediii reaching the two appointments noted. In accordance with normal policy, an appointmentscommittee thoroughly reviewed the recent andcurrent literature, to identify outstanding work ina reasonably impartial way. Further, informal inquiries were made in numerous other astronomydepartments about recent or immediately pros^pectiye Ph.D. recipients whose principal workmight be incomplete or not at all published yet.From these longer preliminary lists, appraisals oforiginality, future potential and breadth were obtained for the top half-dozen people from outsidereferees. These appraisals frequently includedcomparisons with still other astronomers and astrophysicists at comparable stages in theircareers. All of these materials were included inthe files forwarded to the faculty by the committee.Positive action to appoint women or Blackscontinues to be limited by their scarcity. Pertinent, illustrative statistics were reviewed in lastyear's report; for example, only 29 womenPh.D.s were produced in astronomy during1960-1969. In view of such numbers, it would beunrealistic to categorically project appointmentsof women or Blacks in the immediate future, except for individual cases such as that noted above.The projection of assistant professors for June1976 includes one woman.2. Department of Chemistry. This was an ex tremely difficult year and the faculty declined insize considerably. The one junior appointmentmade (which will not be taken up immediately)occurred only after an extensive national and international search for promising young individuals. The Departmental needs were such that firstpriority had to be given to the field of inorganicchemistry. Nevertheless, the Department interviewed candidates in other fields so as not to losethe opportunity to invite an outstanding individualin some other field to join the faculty should thatprove possible.Of 130 applicants for faculty position, six werefrom women. One of these looked sufficientlypromising that she was invited to give a lectureand meet the faculty. Of the total of 130 applicants, approximately 20 were invited, so that theratio of invited women to applicant women is thesame as the ratio of invited applicants to otherapplicants.As the result of an action during the 1972-73academic year, there was an addition of one and adecrease of three in the number of assistant pro-fessors (two leaving the University and onepromotion to associate professor), and as of thecoming academic year, there will be a further decrease in the assistant professor ranks by three(corresponding to the departure of two individualsand the promotion of one to the rank of associateprofessor).In accordance with past policies, the recommendations concerning promotion were basedboth on internal assessment and external assessment. A large number of referees' opinions weresolicited, including requests for detailed comments on originality, productivity, potential forfuture growth and status vis-a-vis other youngscientists both because of the information it contains and because it alerts the Department,through the network of acquaintances, with otherindividuals all over the country.It is clear that because of the decrease in facultysize, the Department will seek new appointmentsin the coming year. Without detailed knowledgeof the budget, however, it is not possible to predict how many appointments will be made. It isreasonable to anticipate that at least two appointments will be sought and of these first priority willgo to inorganic chemistry.As can be seen from the record, we seek applicants for faculty positions independent of sex,race, national origins, religion, etc. Only intellectual merit is of interest.3. Department of the Geophysical Sciences. Atthe time of preparation of this report the number167of faculty and staff in minority categories is 14 outof a total of 72; at the time of the last report it wasten out of 79. The number of women at present is21 out of 72, compared with 21 out of 79 one yearago. Faculty recruitment was virtually at a standstill because of budget restrictions. However, theDepartment continues to attempt to broaden thescope of its methods of searching for promisingyoung prospective faculty.The Department's difficulties in recruitingminority group members as faculty certainlyreflect the very small enrollment of minority students in bachelors degree programs oriented toward geophysical sciences. For example, in 1973there was a total (nation-wide) of about 20,000undergraduates enrolled in geoscience degreeprograms, of whom 2.9 percent were minoritystudents (1.2 percent Black). The actual numberof geoscience bachelor degrees awarded to minority students in 1972 was (nation-wide) about 30(including 12 Blacks). There were 40 master degrees (26 to Blacks) and three doctor degrees (twoBlacks).Statistically, the situation with regard to womenin geoscience is only slightly better, although apparently showing signs of more rapid improvement. In the field of atmospheric sciences, in particular, less than one percent of the total numberof doctorates before 1965 were women, but thisnumber rose to about two percent of the 623 doctorates awarded in this field in the five years1968-73. The Department presently has threewomen Ph.D. candidates, and expects an increment of three in autumn 1974.4. The Department of Mathematics. The totalfaculty of the Department (instructor through professor as well as visiting professor) numbers 41 atthe end of the current academic year. The totalincludes one woman and two members of a minority group.The number of full professors in the Department is 23, the same as a year ago (two are onleave of absence as of June 1974). There are nowomen or members of minority groups amongthese professors.Two associate professors in the Departmenthave been promoted to the rank of full professorfor the coming year. In both cases an intensivereview of their research contributions and promise in their respective specialties revealed nocomparable candidate from outside the University, in particular no women or members of anyminority group. A former member of the facultyhas accepted a University Professorship and returns here next academic year; a similar review at both Departmental and University levels conducted in his case at the time the offer was made,indicated he had no peer in his specialty.Again, after systematic investigation of possible appointees in the area of recursive functiontheory within the broader field of mathematicallogic, the offer of a full professorship was madeand accepted. In this specialty, the appointee(who is under forty) is a leading figure on a worldscale. One woman was thoroughly consideredduring this investigation; however, since she andher husband are both full professors elsewhereand have long had close ties there, it proved impracticable to try to move her. No other comparable candidates were available from amongwomen or members of minority groups. In aclosely related field, theoretical computer science, the Department through its newly-established Committee on Computer Scienceconsidered in detail possible candidates for initialsenior appointments in this area. Among the sixor seven active leaders in the area none arewomen and none belong to a minority group.Currently there are three associate professors,one has a joint appointment and is included inanother Department's EEO/AA report. As notedabove, two of these have been promoted duringthe past year from the rank of associate professorto full professor for the coming year.Currently there is one assistant professor. Nopromotions or appointments to this rank havebeen made during this past year.Instructors are appointed after an extensivesearch which involves worldwide disseminationof an announcement about the competition for theDepartment's Dickson instructorships. Instruc-torships, regular as well as Dickson, are awardedto the best applicants who in addition meet thehighest standard of mathematical power. Dicksoninstructors are appointed for one two-year term,regular instructors for a one-year term which isnormally renewed once.During the current academic year the Department had 12 instructors, six in their first year andsix in their second. Of the six in their second year,one was a Dickson and five were regular, including one woman and one member of a minoritygroup. None of these six second-year instructorshas been retained; all have obtained assistant professorships elsewhere in reputable departments ofmathematics. All six of the first-year instructorsare Dickson; none is a woman, one is a member ofa minority group.The competition carried out in winter 1973 forappointments beginning autumn 1974 yielded168more than 176 applications for four Dickson in-structorships (out of a planned total of 10 instruc-torships for 1974-75), including about 17 women.This list was then narrowed to 15, including onewoman. After further careful assessment, thiswoman was appointed a Dickson instructor. Ofthe four Dickson instructors finally appointedfrom this competition, two are members of minority groups. The selection of the instructors is carried out by appropriate groups of tenured facultywithin the Department; there are no women ormembers of minority groups in the tenured ranks.The Department has less representation thanthe percentage of women receiving Ph.D.s in thenational mathematics pool. However, the processof appointment at the junior level involves a verywidespread and formal search for candidates ofhighest quality, and most if not all Ph.D.graduates must be aware of the openings.The ratio of the number of women Ph.D.s whoapply for the Dickson instructorships in any givenyear of competition to the total number of Ph.D.applicants in that year has varied considerablyfrom year to year. Thus in 1972-73 there were sixwomen applicants out of a total of 192 while in1973-74 there were 17 out of 176. No women wereappointed in the first of these two years and onewoman out of four appointed as a consequence ofthe 1973-74 competition. Thus two women havereceived appointments as instructors in the pastthree years, and a number have been given extensive consideration.At the senior level, intensive study of potentialcandidates for desired tenured appointments isconducted by the Department as a whole, andparticular consideration given to women andmembers of minority groups. The problem of appointments at the senior level is not one of search;the high-quality people are well known, and in thecase of high-quality women, the problem is notwhether the Department would appoint them butwhether the Department could recruit them if andwhen it was appropriate and feasible to make anappointment.In sum, the Department's search proceduresand standards seem to be in good order. The factthat the Departmental faculty includes onewoman out of 41 members results not from discrimination, but from the individual judgmentsthat are made on a case by case basis of the quality of people in any given competition whether itbe for senior or junior posts.5. Department of Physics. There is no projectedplan of new appointments in the Department's faculty or staff. With regard to faculty, extensive formal and informal reviews of possible candidates are in progress at all times, with the objective of strengthening our position as much as feasible.Approximately 75 inquiries have been receivedsince last July regarding opportunities for appointments, of which four were identifiable asfrom female and 28 from minority applicants. Allof them were considered, replied to, and held inthe Appointments Committee file. In addition,steps were taken, at the initiative of our facultyand the Research Institutes, to locate interestingcandidates.As a result two new appointments for assistantprofessor have been recommended by the Department, one of the persons so recommended is awoman. These appointments have been approvedand accepted.6. Department of Statistics. The Department ofStatistics currently has nine regular faculty, including one member on leave.Its search for applicants for junior positions,which was begun in the 1972-73 academic year,continued this year. The search was based on areview by a faculty committee of 36 applications,including three from women. Applications wereobtained in several ways. The Department in 1972placed an advertisement in a professional journaland wrote 129 letters to statistics departments tosolicit applications. These activities were supplemented by inquiries to the major statistics departments concerning possible graduating students who might be suitable for the'available positions. As a result of the search two candidateswere selected for appointment for the comingacademic year; both are White males. One will beappointed as an assistant professor and the otheras a research associate.In assessing the small number of women applicants, it should be noted that only 6.8 percentof Ph.D.s awarded in statistics in 1960-69 werewomen, according to HEW figures. This percentage is potentially deceptive given theDepartment's emphasis on theoretical statistics.Due to this orientation, biostatistics or demography departments are not normally a source ofappointments to the Department but theirgraduates are included in the figures for Ph.D.sawarded in statistics.Social Sciences Division1. The Department of Anthropology. There are nolarge movements of new personnel to report forthe Department of Anthropology resulting fromactions during 1973-74.169Two faculty appointments began during the1973-74 year — one full professor specialized ¦ ineconomic anthropology and one associate professor of paleoanthropology. The processes used forthe selection of these appointees were reportedlast year.Regarding the faculty of the Department, several actions were taken. An associate professor, aWhite male, was successfully recommended forpromotion to full professor. The recommendationwas framed after a canvass of what turned out tobe highly positive opinions from a dozen scholarsin other departments and in other universities whowere thought most able to evaluate his accomplishments. Questions of comparison with a largeset of similar scholars could hardly arise in thiscase, since this researcher cultivates a uniquefield of scholarship in which he is the only full-time investigator, and since this field is consideredto have special value for this Department.Similarly, another associate professor (White,male), who had been appointed previously on afive-year non-tenured contract, was reevaluatedthrough a wide solicitation of confidential comparative opinions/Thirteen enthusiastic letterswere received, urging the recommendation of achange in the contract to unlimited tenure. Opinions in this case were felt to be so authoritative,extensive, and positive as to render any need forfurther comparison futile. The tenured reappointment was therefore recommended and wasmade.One of the two assistant professors, male andWhite, resigned from the Department to take up atenured position at another university.The Department's other remaining assistantprofessor, a White female, was reviewed jointlyby the Department and by the Social Science Collegiate Division in the third year of her appointment. The evaluation was positive, and yielded arecommendation for the reappointment that thenoccurred.At the end of the current year, and in preparation for 1974-75, one three-month visiting appointment in physical anthropology was recommended and was officially sanctioned for the autumn quarter.The search for this one new faculty appointeewas very extensive and open, in response to theDepartment's policies and to needs of theUniversity's affirmative action program, as wellas to the similar resolutions passed by the American Anthropological Association. Advertisements were placed twice in each of three professional periodicals {Nature, Science; and the American Anthropological Associations' sNewsletter). Forty-four responses were received,and six others were nominated from within theUniversity. The respondents included fourwomen, thus approximating what are believed tobe the proportions of women among professionalphysical anthropologists as a total population.The race of the respondents is, as usual, unknown, except for two who are distinguishable asbearing Oriental names.Letters of recommendation were elicited for allcandidates who did not present substantial writtenwork for evaluation. Fifteen candidates regardedas having particular merit were contacted, or wereasked to contact members of the Department personally. Ten candidates, nine men and onewoman, were interviewed in person at the meetings of the American Anthropological Association, the American Association of Physical Anthropologists, or in Chicago. The three. candidates, all male, who had been most strongly recommended, were brought to Chicago to lectureand be interviewed.As the evaluation proceeded, two limiting factors arose. First, the Department was informedthat financial stringency would make any full-time, permanent appointment extremely unlikely.A search was therefore made in favor of seeking apart-time or temporary appointee. Candidateswere notified of this shift and asked to indicatetheir continued availability. Second, in view ofthe minimal appointment prospects, the most immediate needs of the Department's research andteaching programs were emphasized as criteria forthe selection: it was felt that the visiting appointeewould have to be someone capable of teaching ata high level two subjects — osteology and humanvariation— and of researching with sophisticatedstatistical competence. Imposition of thesecriteria narrowed the field of choice to five juniorcandidates, who were all found to be White males.Further conversations and correspondence withthe remaining candidates' referees focussed preference on one of the candidates and he was successfully recommended for appointment as visiting assistant professor.The procedures described above are moreelaborate and painstaking than would usually beapplied to the search for a temporary appointee.They will be able to serve, however, as an equitable basis for any renewed search in physical anthropology that may be undertaken in 1974-75.2. The Department of the Behavioral Sciences.During the year 1973-74, the following reviewsand actions were undertaken: three assistant170professors — one White woman, one Blackwoman, and one White man — were renewed forsecond term contracts as assistant professor; oneassistant professor (a White man) was promotedto associate professor with tenure; one assistantprofessor (a White woman) completed her sixthyear as an assistant professor and is leaving theUniversity, one non-tenured associate professor(a White Hungarian man) was promoted to tenureat the rank of associate professor.During the year the various committees lookedat a number of candidates for possible appointments under the terms of the Spencer Foundationgrant. (The Spencer Foundation grant permits anumber of junior appointments to be made. Theappointees may be anywhere in the Universitybut must be doing work which contributes to education and education methods.) The Committeeon Human Development reviewed the vita of 35people, in addition to the 87 persons reviewed lastyear, but has not yet identified an appropriatecandidate. The Committee on Biopsychology reviewed 17 vita (14 men and three women) butfailed to find a suitable candidate. The Committeeon Social and Organizational Psychology reviewed the vita of five applicants (three men andtwo women), invited one of the women to comefor an interview and to give a paper, but failed tofind a candidate of suitable quality. The Committee on Cognition and Communication reviewedthe applications of 13 men and three women, recommended that one candidate (a White man) beoffered an appointment as an assistant professor.The offer was accepted.3. The Department of Economics. Only one newappointment to the faculty of the Department ofEconomics has been made for 1974-75. Becauseof the tight budget situation we had not planned tomake any new appointments. However, in earlyDecember we were informed by the National Institute of Mental Health that a post-doctoral program was being inaugurated and that we shouldinduce individuals to apply for the fellowships.We were given approximately a month for the entire operation — finding individuals whom wewould be willing to have here as postdoctoral fellows and then inducing each to apply. The fieldwas a relatively restricted one, though one inwhich the Department of Economics is verystrong, human capital. Out of several individualsreviewed, there were two that we encouraged toapply and one that we were willing to recommendto be appointed as an assistant professor. The appointment was approved, the offer made, and thepostdoctoral fellowship was awarded. The above describes a rather unusual searchprocedure and because of the government' s timerequirements, it is possible that we missed an individual who was a member of a minority group asrecognized by EEO.With respect to projections for 1976 at the faculty level we have had one senior facultymember who was resigned and we estimate onevacancy at the assistant professor level throughturnover. Thus we hope to make two new appointments. The senior faculty member is aneconometrician and it is very doubtful if a memberof a minority group can be found to fill that position. For the other position the field of concentration is of little importance and we plan to advertise the position if one comes open.4. The Department of Education and theGraduate School of Education. These two units arebasically under the same administration and willtherefore be discussed together.The Department secured five additionalacademic appointments in the last year althoughtwo of these will not take up their posts until September 1974. Of these five all are White; two arewomen; three are men. In each case the searchwas conducted by a committee in the area of concentration for the prospective appointment.These search committees have contacted theircollegues both at the University and at other institutions with a view toward recruiting the mostpromising and capable scholars to our ranks.The recommendations of these committeeswere reviewed by the standing committee on external appointments and considered by the facultybefore being recommended to the Dean.The Department takes considerable pride in theappointment of five such promising scholars. It isalso worthy of note that the most senior of these,an endowed professorship, has been accepted bya woman and that our colleagues have heartilyendorsed these appointments. We believe thatthis method of search and careful consideration isconsonant with both the high ideals of the University and the admirable objectives of equal employment opportunity.5. The Department of Geography. The Department engaged in no formal recruiting activity during the past year since the divisional budget for1974-75 precluded any expansion in the size ofstaff. The apparent increase of one professor iscaused by the reassignment for EEO reporting tothe Department of a person who has a joint appointment with another department. The Department has lost two faculty members, throughnon-renewal of their appointments, and will re-171place one with a current graduate student whoseemed well qualified to undertake necessaryteaching responsibilities in our Department.The June 1976 projections for staff reflect thepresent composition of the faculty, leaving openthe question of whether it will be possible to add anew assistant professor for the 1975-76 academicyear.6. The Department of History. TheDepartment's policy continues to give everyopening the widest publicity within theDepartment's capacity. For budgetary reasons,this does not include advertisements in journals ornewspapers, such as The New York Times. Itdoes include personal letters to scholars in thefields at issue, notification of the chairmen in theCommittee on Institutional Cooperation, and,finally, advertisement of searches in theEmployment Information Bulletin, the official jobregistry of the American Historial Association. Ithas been our regular practice to invite candidaciesfor the lectureships by public announcement,especially through leaflets distributed through theDepartment (including the Graduate StudentCouncil), and posted on bulletin boards.Perhaps the best way to describe the efforts isto take them one by one. The earliest of thesearches that have occupied the Department during the academic year, 1973-74, was in the field ofancient history. This search began in 1972-73, andit was announced as described (and advertised inthe EIB) both in 1972 and in 1973. In 1972, theDepartment received 12 responses, one of themfrom a woman. In 1973, it received 28, three ofthem from women. Due to budgetary restrictions,the Department was not free to interview largenumbers of candidates for this or any other putative vacancy. The field was therefore narrowed totwo persons: a man and a woman both of thornwere interviewed. The Department has recommended the appointment of the woman.Three searches were instituted de nono thisyear: one in British history, one in Russian history, and one in American history.All these searches were instituted late in theacademic year. Partly in consequence of that, twoof them have not come to a resolution. Thesearches in British and United States history willtherefore continue during 1974-75. The Department received 43 responses to the EIBadvertisement of the search in British history (sixof them from women), and 38 in answer to that inUnited States history (three of them fromwomen).Parenthetically, it is just not possible on the basis of the evidence submitted to identify applicants from minority groups.The search in Russian history has come to anissue in this way. Forty-nine applicants answeredthe EIB advertisement. Nine of them werewomen. The Department did not specify the levelof the appointment (non-tenured or tenured) in theadvertisement, hoping to gain the widest possiblecanvass in this as in the other searches. A youngmale scholar came for an interview, but, beforethe process had gone further, members of the Department heard that a distinguished senior professor in the field might be prepared to consider coming to Chicago. His overriding eminence in thefield pushed out other considerations, and thesearch committee resolved to invite him here foran interview and, all indications being positive, torecommend his appointment to the permanent faculty. This has now been done.Finally should be mentioned the four tenure reviews that occupied the Department during thefall quarter, 1973. Opinions were solicited on thecandidates for tenure from scholars outside TheUniversity of Chicago. These opinions are sometimes based on readings of manuscripts and published works, and they usually include comparisons with other scholars at the same level ofachievement. In each of the four cases last fall,the Department directed inquiries of this sort to atleast one woman scholar.7. The Department of Political Science. In1972-73 the Department's major effort was to replace the four full professors lost in 1971-72. Thusit engaged in a massive recruitment effort whichresulted in the appointment of four somewhatmore junior professors (three men and onewoman) two at the associate professor (tenured)level and two as assistant professors. The budgetary restrictions which were in effect during thepresent year (1973-74) precluded anything like thesearch in 1972-73.The most important fact about academic recruitment activities for this year has been the increasingly bleak situation with regard to any recruitment at all to positions funded by the regularbudget. As a result, the Department did not undertake recruitment activities that involved invitations to prospective faculty members to visit theUniversity. It is sure that the Department didwiden its direct inquiries and solicited names ofpossible candidates from some of the senior political scientists in the country with special information about minority students, and did advertise avariety of positions in the American Political Science Association Newsletter. The latter produced172literally hundreds of replies, and it should be emphasized that the advertisement was made early inthe year when the bleakness of the budgetarysituation was not fully clear either to the Department or the Division.Despite these budgetary restrictions two personnel developments should be noted. First, wedid make a recommendation very late in thespring of 1973 of a White male in the technicalfield of political economy. He will be joining theDepartment this coming fall. Second, the Department was able to conduct a search in the fieldof Japanese politics, since money was availablethrough the "Tanaka grant" of $1 million to theUniversity. This search was conducted by theDepartment but was under the effective directionof Professor Tang Tsou in this Department inconsultation with the head of the Japanese areacommittee of the Far Eastern Center, Akira Iriye.This position was advertised along with others inthe APS A Newsletter and responses were examined by the relevant departmental committee.The final departmental recommendation was forthe appointment of a White male full professor.S. The Committee on Social Thought. This yearthe Committee made one new professorial appointment at the junior level. It interviewed threewomen and appointed one. If it were not for thetight budget, one of the other women would surelyhave been appointed as well.9. The Department of Sociology. No new searchactivities were initiated during the year. However, a major appointment was made, at thesenior level. The Department has long been interested in a senior professor at another researchuniversity. When it became know in 1972 that hewas interested in coming to Chicago he was invited to visit Chicago (December 1972). However, a final decision on his appointment was delayed until fall 1973 because he was to spend1973-74 in the Netherlands and was committed toreturn to his position for a term after that. He hastremendous prestige in the field, and his quality isgenerally recognized.The Department continues its nationwidesearch for qualified women and minority faculty;the objective is to appoint an additional person by1976. Steps will be taken to ensure that qualifiedwomen and Blacks are considered for this position.Professional Schools and Other AcademicUnits1. The Graduate School of Business. Currently theSchool has a total of 98 academic staff, including faculty, visiting professors, lecturers, and research associates. Of this total, one is a minoritygroup member (Oriental), and three are women.Last year the School had a staff of 99 of whomtwo were women and two were minority groupmembers. There has been a fair amount of activityin regard to faculty appointments over the pastyear. The details are noted below. Many of theseappointments are not included in the summaryabove as they start later than July 1, 1974.During the past year three full professors left orsignalled their intention to leave and three appointments were made to the rank of full professor. Of these three appointments, two were fromthe outside and one by promotion from within theSchool. For the position of Director of the Centerfor Management of Public and Nonprofit Enterprise, a search committee was composed of members of the School's faculty. The committee attempted to identify all candidates of quality, including women and minority group members.The second appointment from the outside involved the hiring of a person in Industrial Organizations who had spent the year here as a FordVisiting Professor. Our faculty in this area feltthat this individual was the outstanding person ofhis age group in this area in the country. Giventhe University's emphasis on excellence, furthersearch seemed nonproductive.Two appointments from the outside were madeat the associate professor rank, one in finance andone in international economics. The vacancy ininternational economics was caused by the resignation of the woman on our faculty, despite ourbest efforts to keep her.In the Graduate School of Business the assistant professors and instructors can be consideredtogether. The main distinction is that the assistantprofessor has received his Ph.D. whereas the instructor has not; when instructors do they are automatically appointed assistant professor. Onlyfrom this pool, as a general rule, are promotionsmade to associate professor. However, the candidates in the pool are compared with outsiders.Appointments to assistant professor and instructor are generally made from Ph.D.s from otherinstitutions; thus, last year seven out of the eightwere outsiders. A fair amount of manpower planning is involved in the appointments to theseranks; the School seeks to match appointments toperceived academic needs (e.g. accounting). Recruitment then involves communication with themajor school turning out Ph.D.s in the area ofmanpower needs. The School also looks at theprofessional employment register of the Associa-173tion of Business Schools.Seven new appointments were made at thisrank including one minority group member(Spanish surname). Special efforts were made tolocate qualified women and minority group members. An intensive search in accounting yieldedone woman candidate who was invited to campusfor an interview in spite of the fact that her paperrecord was weak.A faculty member was assigned direct responsibility for searching for qualified women andminority group members at the Allied Social Sciences meetings. His efforts produced no viablecandidates.Our special efforts had no real effect on recruiting. The minority group member who was hiredcame through conventional channels, that is, hewas recommended by one of the leading scholarsin a particular area.The School appoints a relatively large numberof visiting professors each year, ranging fromthree to seven or eight, This is a reflection of thesubstantial endowment received from the FordFoundation to bring in established people as visiting professors to augment the research program ofthe School. In keeping with this objective theseare senior people who can make a major contribution to the diversity and depth of the researchprogram of the School. The appointment may alsoserve as a recruitment device at the senior level.The School maintains a large number of lecturers > currently about 16 who teach one or twocourses a quarter. These are Ph.D. candidates inthe School who normally will have passed theircomprehensives and will be working on their dissertation. There are no women in this pool at themoment.In conclusion, little has been accomplished byefforts to recruit women and minority members.If anything the figures indicate a decrease in thepercentage of women and minority members onthe faculty. As the previous discussion indicates,such changes have occurred in spite of our effortsto keep the individuals involved. The basic problem is that there is a very small pool of qualifiedindividuals and they are now busily pursued by alarge number of institutions.The future, at least in regard to women, is morehopeful. The MBA program now has a healthyflow of applications from women. Currently, approximately 15 percent of our campus MBA students are women. Although with some lag, we arealso experiencing an increase in interest amongwomen in the Ph.D. program. There are currentlythree women active in the Ph.D. program and in deed we hope to use one of them to teach a problem session next year. Next year's entering Ph.D.class of 27 includes three women. If other majoruniversities are having a similar experience, theproblem of scarcity of women candidates will besubstantially reduced in the future.Unfortunately the picture with regard tominorities, especially Blacks, is less encouraging.The number of Blacks in the MBA program hasfallen back to about 10 percent. Also, we have noBlacks currently active in the Ph.D. program andonly one in next year's entering class.2. The Divinity School The Divinity School in thefall of 1974 will have a total academic staff of 30,including research associates and lecturers, butexcluding the Dean. This figure also includes several persons who are not counted in the June 1974figure, that is, visiting faculty during the winterquarter, faculty who are on leave of absence during June 1974, and new faculty to start after July1, 1974. The figure shows a decrease of one fromthe past academic year because of the retirementof a full professor who was not replaced.During the past year, in addition to the one fullprofessor who retired, one minority full professorhas resigned to take a named professorship at theUniversity of North Carolina, beginning in August 1974.There are two changes this year in the rank ofassociate professor: one assistant professor whowas promoted last year as an associate professorfor the academic year 1973-74, without tenure,has accepted a position at the University of NorthCarolina; a minority assistant professor has beenpromoted to associate professor with tenure.With respect to assistant professors— in addition to the promotion mentioned above— one assistant professor who was not reappointed to asecond term here has accepted a position at theUniversity of North Carolina at Charlotte. Forthe 1974-75 academic year, the School will havethree assistant professors, including one who wasadded to the faculty as of July 1, 1973.Two visiting professors offered courses in thebiblical field during the winter quarter. With theresignation of one full professor in the history ofreligions field and the retirement of another in1975, an appointment must be made. For the coming year, one of the visiting professors referred toabove has been asked to deliver Haskell Lecturesduring the winter quarter and also serve as a visiting professor in the history of religions field. Aninvitation to join the faculty has been extended tohim, effective July 1, 1975. For this post weneeded the kind of European scholar who was174poly-lingual, etc., and almost no Americans, maleor female, majority or minority, could havequalified.As mentioned last year, while lecturers are notfull-time appointments, they are used in the Divinity School to fill spot needs. For the comingyear a female has been appointed ah associateprofessorial lecturer in the field of religion andliterature.The School has engaged in active academic recruitment to fill the vacancy, at least temporarily,in the field of religion and literature. Severalnames were proposed and considered, thestrongest candidate, a female, has been appointed. A visiting professor has been invited toparticipate in a seminar in the field of religion andpsychological studies during the spring quarter;another visiting professor will offer courses in thebiblical field.3. Graduate School of Education. See the Department of Education above.4. The Law School. The number of faculty ontenure or term appointments, including the ranksof professor, associate professor, and assistantprofessor, is 25, the same as in June of 1973. Thedistribution among ranks also remains the same,consisting of 22 full professors, one associate professor, and two assistant professors. The changeswere: one full professor and one associate professor resigned at the end of fiscal 1973, and one fullprofessor retired in December 1973. Two full professors and one assistant professor were ap-pointed^ and one assistant professor was promoted to associate professor. In addition, therewere three visiting faculty members in 1973-74,for a total of 28 faculty. The new appointees whojoined the faculty in 1973-74 were a visiting professor who had been with us during 1972-73 andwho received a regular appointment on the basisof judgments formed during the visit; a professorof economics with interests specially suited to theprogram of the Law School; and a recent graduateof the Law School who was appdirited at a juniorlevel.As of the date of this report the faculty changesthat will be in effect for 1974-75 are as follows:Two full professors have resigned, effective June30, 1974. One associate professor has been appointed, effective August 1, 1974. Two visitingfaculty members have been appointed for 1974-75.One associate professor has been promoted to fullprofessor arid one assistant professor has beenpromoted to associate professor, both effectiveJuly 1, 1974. Thus the projected faculty complement for June 1975 is 21 full professors, two as sociate professors, arid one assistant professor,for a total of 24 faculty on tenure or term appointment. The two visiting faculty bring the totalto 26, The projection for June 1976 assumes thatthree appointments will be made in 1974-75 totake effect the following year, and also assumesno retire merits or resignations. It is uncertain atwhat levels these appointments may be made; theprojection assumes that they will be evenly distributed among the three ranks.Of the two professors resigning at the end of thecurrent year, one is a woman, a senior professorwho is leaving to assume the deanship of anotherlaw school. For reasons emphasized in last year'sreport concerning the Law School, and furtherdeveloped below, the chances are riot great thatany of the three appointments projected to 1976will be a woman. Suitable candidates are morelikely to appear at the junior level than amongestablished law teachers; hence the projectionreflects the possibility that there may be an appointment of one woman among the three, andthis at the assistant professor level.The Law School has conducted an extensivesearch this year for additional faculty membersand would have made several more appointmentsif qualified persons had been available. Thesearch process includes inviting people at anumber of law schools to suggest names of recentgraduates; preliminary interviews with all the current set of law clerks at the Supreme Court whoindicate an interest; review and follow-up of thelast list of young law graduates the School hasaccumulated from recent years and continuing review of published sources of information aboutestablished law teachers, including the Directoryof American Law Teachers and publications containing current legal scholarship. The search process resulted in the identification of ten prospectsof sufficient merit and possible availability to invite to the Law School for interviews with thefaculty. Four offers of appointment were made, ofwhich one accepted. (Two of those to whom offers were made decided to remain in practice aridone decided to remain at his present academicpost.)None of the prospects who survived the screening process to the point of an invitation to visit atthe Law School was a woman. The woman whohad been invited last year to join the faculty, asreported in the 1973 report, declined our invitation during the summer of 1973. (She decided toremain in practice.) The School has had preliminary conversations with another promisingwoman prospect during the summer of 1973, but175who was not then available for consideration foran appointment in 1973-74. The School followedthis possibility during the early part of the presentyear but she decided to remain at the university atwhich she had accepted a temporary appointmentfor 1973-74. One of the possible candidates interviewed by the School's appointments committeeat the Supreme Court this year was a woman, buton the basis of further investigation it was concluded that she was not suitably qualified. Severalother names of recent or prospective women lawgraduates who might be interested in teachingcame to the School' s attention during the year butthe most promising among them were, for onereason or another, not presently available as serious possibilities. (The most promising, for example, accepted an appointment at the law schoolfrom which she had just graduated, where herhusband was already a member of the faculty.)Several of these names will remain under reviewduring the next year or two.The pool of possible women appointees to lawfaculties remains small; the reasons were discussed in last year's report. The number of womengraduating from law school continues to be asmall fraction of the total, although it has gradually increased in recent years. For the ablestwomen graduates the opportunities in practice arevery strong. Thus the absolute number of highlyqualified women law graduates interested inteaching is small indeed. Some indication of thesize of the pool is that of approximately 125 namesthat come to us this year in response to requestsfor recommendations from faculty members at anumber of law schools, only 12 were women. (Alist of 70 from Harvard included only one woman,not strongly ranked on the list.) Of the 12, abouthalf had not yet graduated from law school. TheSchool received this year approximately 27 unsolicited applications for teaching positions; nonewas from a woman. The School of course paysespecially close attention to its own outstandinggraduates as possible candidates for the faculty.Those who have been appointed to the facultyover the years, however, have almost invariablybeen students who stood among the top two orthree in their graduating classes, and the specialqualities requisite for academic appointmentmean that even among this small group only a fewwill be both interested and deemed qualified formembership on our faculty. The small size of thefemale pool is suggested by the fact that in thepast 10 years there have been only 10 womengraduates finishing among the top 10 in theirgraduating classes, and this despite the fact that our law school has long been at or above the national average in percentage of women studentsenrolled. Of the students from our school whofinished among the top ten in their classes in thelast ten years, 17 are presently teaching in lawschools, of whom two are women.The foregoing discussion relates to regularteaching positions on the faculty. The School alsoemployes five Bigelow Teaching Fellows eachyear, who conduct a research and writing programfor the first-year students. These are one-year appointments. The Fellows are drawn mainly fromlaw school graduates in their first or second yearafter graduation from law school. The School solicits applications from approximately 25 lawschools and through miscellaneous other means.This year the School received a total of 24 applications for these positions, of which five werefrom women. The School offered appointments tosix applicants, one of whom was a woman. Shehas accepted and will be one of the Fellows in thecoming year.5. The Graduate Library School. The staff of theGraduate Library School remained steadythroughout 1973-74, except for the substitution ofone male lecturer for another and one female lecturer for another. Two faculty resignations duringthe year and one faculty retirement, however,made it necessary to recruit for new faculty members.To aid in the search for new faculty were lettersfrom 28 people who responded to the School'sadvertisement soliciting applications to facultypositions published in 1972. To supplement thesearch for candidates to replace the woman whoretires September 20, 1974, a letter describing theposition went to the deans of 17 library schoolsand a phone call was made to Columbia University School of Library Service. In addition, theretiree also submitted recommendations. Thesechannels provided nine candidates, two men andseven women, thought suitable for further consideration. Of these, four candidates, all women,were interviewed by the faculty. Criteria forselection were educational records, successfulteaching experience, publications, and potentialfor sustained intellectual development.While this search was in progress, the School'sdean of students resigned effective June 30, 1974.One of the candidates for the position to teachlibrary work with children and young people hadfive years of successful administrative experiencein addition to being strong in all the other criteria.She has accepted an appointment as associateprofessor and dean of students, beginning Sep-176tember 1, 1974.Another woman has been given an appointmentas lecturer in the summer quarter 1974 to teachcourses in school and children's library work.The dean of students' resignation made itnecessary to recruit a faculty member to teachcataloging and bibliographic organization. To thepool of applicants previously cited, were addedthe resumes of 50 faculty candidates compiled bythe Association of American Library Schools anddistributed in January 1974 and others suggestedby faculty members. Four candidates were interviewed for this area. A Black woman, secondyear Ph.D. candidate with successful experienceteaching cataloging at the another university' s library school, was given an appointment as lecturerto teach one course in summer 1974. Anotherwoman, assistant systems librarian in the University Library who has been involved in the automation of the catalog has been given a half-time appointment as lecturer beginning January 1, 1975,to teach courses in bibliographic organizationwhile remaining employed half-time in the Library.The resignation of a full professor, effectiveSeptember 30, 1974, posed a number of problemsin replacement. He is expert in the public library,international library relations, the library in society, content analysis, and education for librarian-ship, and serves as editor of the Library Quarterly. The area of public library seemed most critical for immediate replacement, and public libraryexperts throughout the country were asked tosuggest candidates to add to the previous list. Amale emerged as a candidate, with experience inteaching in library schools in the United States,Australia, and Canada, with a record of outstanding research in international bibliographical developments, and with a bibliography that shows aclear grasp of both the humanistic and quantitative aspects of library science. He was given anappointment as assistant professor to teachcourses in the public library, international libraryrelations, and to edit the Library Quarterly.Search continues for lecturers to fill in the autumn quarter of 1974 before the new appointeesare available. Also, it is hoped to make anotherfull-time appointment within the year of a professor qualified to conduct studies in the library as anagent in communication. The search is being conducted on the lines described for the other positions.6. The School of Social Service Administration.Faculty size, including field work staff, is currently 47 persons. This total includes one field work person working part-time, and one person isincluded here by virtue of an academic appointment in another unit of the University. The comparable figure last year was 46 persons. The totalfor the current year does not include two personswith full-time lecturer appointments who carryduties similar to those of regular faculty but whodo not meet the qualifications for faculty appointment. Of the 47 persons on faculty, eight areBlack, two other minority (Spanish), and 23women. The comparable figures a year ago weresix, three, and 21.Recruitment of new faculty for the academicyear 1974-75 has been severely hampered bybudgetary constraints. Only one new facultymember has been appointed for the coming year,a Black female who is being promoted from research associate to assistant professor. Six of the47 persons have already indicated that they will beleaving during the next year (three by retirement).The only change in the professorial rank in thepast year was the promotion of a White male fromassociate professor to professor, making a total ofseven males and five females. During the comingyear, two females and one male will leave thisrank by retirement. The above does not includethe promotion of a Black male who appears on therecords of the central administrative staff by virtue of a University-wide administrative position.In the past year a White female has been promoted from assistant to associate professor, and aWhite male has been appointed associate professor. An offer of appointment to a Black woman tothat rank has been made for fall 1975 (deferred tothat time at her request).The assistant professorial ranks have thinnedfrom eleven to nine in the past year. Despite thisreduction in total numbers, two White womenwere appointed this year, one being promotedfrom the rank of lecturer. During the next year, aWhite male is expected to leave and a Blackfemale will be promoted to this rank from a research associate position.The only change in the instructor rank has beenthe addition of a White male who in fact is a research associate in the School but holds an appointment as instructor in another unit of theUniversity. He will be terminating this year. During the coming year it is possible that one or twoof the persons at this rank will be promoted toassistant professor. The four persons (other thanthe one cited above) are all male, and one isBlack.As noted last year, field work personnel is adeclining category due to the fact that the School177has adopted a policy of making.no new appointments in these ranks. Duririg the past year, however, there has been no change in this category (15persons at both points in time). Two White males.have resigned, effective in the coming year, Thiscategory of appointment has a substantial numberof women and minorities, and as attrition continues in the next few years, that will effect theprofile of these groups for the School as a whole.There are two full-time appointments at the lecturer rank, one a White male, the other a Whitefemale. All other persons at this rank are part-time persons teaching one or two courses a year,to fill gaps in the School's curriculum.Faculty search procedures were outlined in thelast year's report. A new faculty appointmentscommittee was elected by the faculty this yearand consists of five persons two of whom areBlack and two of whom are women. In the hopethat it would prove possible to make new appointments for the 1974-75 academic year, searchprocedures were instituted, including a search ofall doctoral programs in social work in the countryand a search of some doctoral programs in therelated fields.7. The College. Most of the faculty who teach inthe College are members of departments and havebeen discussed above. The faculty of the Collegealone is relatively small. There has been an extensive search for appointments for special chairs.Faculty throughout the University have been polled for candidates. The appointment procedurehas involved seeking the recommendations of aspecially appointed committee of outside scholars, which had a woman on it. One named chair iscurrently unfilled. One woman was a very strongcandidate but she withdrew her name. Future activity in College faculty recruitment will undoubtedly be quite limited.8. The Oriental Institute, The Institute hasmade one new faculty appointrnent in the last 12months: an associate professor of Hittite. Applications wer§ solicited by mailing notices to 81universities in the United States, Canada, Western Europe, and Japan. Seven candidates (allCaucasian, one wonian) were considered for thepost; but only three (all male) were deemed likelyto accept an appointment at this level, The finalselection was made on the basis of the applicant'sirnpressive publication record and his widebreadth of interest^ VI. AFFIRMATIVE ACTIONACTIVITIES IN STAFF AREASThe annual detailed review also involved a reviewof non-academic staff employed in academic andnon-academic areas.As is evident from Table 3 above, the overallstaff composition does not reveal problems acrossthe board. The annual review again this year,therefore, concentrated on areas where there appear to be salary discrepancies or specific areaswhere there appear to be an underutilization ofwomen or minority groups.Questions relating to underutilization in specificareas showed that these were almost always inadvertent and statistical rather than due to discriminatory practices . As was pointed out earlier,the overall pattern of employment provides evidence that the University workforce has a higherpercentage of women and minorities than mightbe expected from the Chicago SMSA data. Theprocedure for posting job vacancies, institutedlast year, is in full operation and more than 1,000jobs have been posted. This program is designedto provide all employees with improved access topromotion opportunities.1. General Actions(a) Dissemination of Information. As noted above,the Fourth Annual Report to the Department ofHealth, Education and Welfare was printed inTh? University of Chicago Record '(Volume VII,Number 8, September 21, 1973). President Levi'sletter to the Department Chairmen and Heads ofnon-academic units reaffirming the University'scommitment to a program of positive action toinsure that quality is the governing factor in employee selection was published in The Universityof Chicago Record (Volume VIII, Number 4,May 28, 1974, page 124), A new Employee Handbook has been published and distributed to alltechnical and clerical employees. In the handbookthe University reaffirms that it is an equal opportunity employer, and provides details of certainemployment practices,(b) Long-Term Disability Benefits. The University during the last year instructed its insuranceagent to remove an exclusion from our Long-Term Disability Policy which had in the past excluded payments for pregnancy (including resulting childbirth, abortion, or miscarriage) or anycondition which results from pregnancy.The Long-Term Disability Insurance providesa monthly income if a participating employee istotally disabled for an extended period as a resultof an accident or sickness and requires the regular178care of a licensed physician.(c) Purchasing. The University has employed anew Assistant to the Director of Auxiliary Services, a Black male, whose responsibilities include reviewing and coordinating University procedures that impact on minority purchasing. Hereviewed the University's position and the actions initiated by his predecessor. This effort hasresulted in the revision of internal UniversityPurchasing Department procedures and forms toencourage increased participation of minoritycontractors in bidding, especially on small renovation projects where bonding requirements areminimal.During the past year utilization of minoritygoods and services has been generally successful.Improved search efforts for vendors during thesecond and third quarters of fiscal 1973-74 haveresulted in better focus on actual Universityneeds. The overall capability and stability ofminority vendors has been constantly improving.A further byproduct of improved screening hasbeen the increase in the size of contract and standing orders to minority vendors,There are still some product areas for which noknown minority suppliers exist but the entrance ofnew minority firms into the business sector shouldalleviate this problem in the future. However, inareas such as computers or copying machines,which are used extensively, we see no indicationof opportunities to deal with minority companies,During calendar year 1973 the Universitypurchases of goods and services from minorityvendors amounted to over $56r000 from the Plant,Purchasing, Real Estate Operations, and PhysicalPlanning and Construction Departments alone. Itshould be borne in mind that a significant fractionof the University's non-salary expenditures(which themselves are only less than 40 percent ofthe total expenditures) are for services arid supplies provided by public service utilitif s-^for example, natural gas, telephone, electricity. Thus,purchases from minority vendors will never account for a substantial fraction of the total expenditures for nonsalary items. However, every effort is being made to insure maximum opportunityfor participation of minority vendors where suchare available,(d) Review of Staff Employment Statistics. Lastyear's report indicated that we had initiated astudy of the pattern of applications, referrals,placements, and terminations for jobs handledthrough the Personnel Office, It is too soon toprepare any detailed analyses of trends over timesince we have examined only fiscal year 1973 and ten months, of fiscal year 1974. But even with thelimited amount of information available already,several items do stand out as significant and consistent over the two years.(/) Women. For both years studied, better than60 percent of the newly hired employees werewomen. Of particular note, however, is that morethan 55 percent of the newly hired employees forprofessional positions were women..{//) Minorities. Between the two years, totalminority hiring increased from 42.6 percent to43. Q percent (Blacks 34.9 percent to 36.0 percent)of new hires. The number of newly hired skilledworkers and professional employees who areminorities increased from 30.5 percent to 49.0percent during the same period. Minority applicants for non-service (for example, professional,adrninistrative, technicians, etc.) positions constituted 51.7 percent of the total applicants and 35.6per cent of the new hires during the entire22-month period. However, it should be notedthat many of the minority applicants were applying for the same openings (for example, 3,082Blacks applied for 653 service positions).(e) Review of Position Classifications. Under thedirection of the Vice-President for Business andFinance the staff of the Personnel Office has undertaken the development of a new job evaluationsystem for administrative, supervisory, and professional positions. The firm of Robert H. Hayeshas been retained to assist the University with theinitial design arid installation of this system. Thegoals of this program are: to reinforce theUniversity's present ability to insure equal payfor equal work; to provide internally and externally consistent salary levels; to provide regularanalysis of changes in job structure; and to assurethat the University is fully able to meet its longstanding commitment with respect to the equitable treatment of minorities and women.In addition to the above major project and asplanned last year the University's PersonnelOffice has been actively reviewing and revisingjob classifications and job families within theframework of the old system in order to elirninateambiguous categories and to correct erroneouscodes assigned to employees. Two major resultsof the past year's effort were (1) the review of allemployees in a general clerical category and (2)redefinition of the Computation Center's programming and system analysis staff positions. Bothof these reviews resulted in employee reassign-riients,The above, however, are only representative ofthe ongoing review effort in the Personnel De-179partment. The amount of time required for eachreview is quite extensive since each one includesdetailed studies of the actual work being done andcomparison with other internal and externalsources of information about compatible positions.Although this job review effort is an importantpart of standard personnel administration, the effect of a more accurate system and more consistent coding will be to afford current supervisorsand employees the opportunity to better identifythe skills needed to perform satisfactorily and toprepare for advancement. An accurate systemwith regular reviews is one of the best methods toensure equal pay and to facilitate upward mobility. The University anticipates that this revieweffort will enhance the opportunities for minorityand female employees to advance in responsibilityand salary.(f) The Staff Advisory Committee on Employment. The Staff Advisory Committee on Employment was established in November 1972 with theconcurrence of President Levi. This University-wide committee advises the Vice-President forBusiness and Finance on issues and policies affecting staff employees. The committee membershipincludes six women, three of them are from minority groups; the male contingent is six persons ofwhom three are minorities. The occupations represented are nursing, administration, management, secretarial, clerical, and technical.Since its organization, the committee has provided valuable assistance in the development of aUniversity- wide posting system for job vacancies.More recently the committee assisted staff members of the Personnel Office with the productionof the Handbook mentioned earlier.The opening paragraph of the Handbookreaffirms our position as an equal opportunityemployer: "The University of Chicago is anEqual Opportunity Employer; hiring, promotions,transfers, and other aspects of the employmentrelationship are conducted on the basis of skill,qualifications, and performance without regardfor race, creed, color, national origin, or sex."(g) Employee Education and Training. TheUniversity's Hospitals and Clinics have continued to expand their educational programs forthe benefit of current employees. The Department of Education and Training of the Hospitalsand Clinics has recently issued its Fourth YearProgress Report.In addition to the material in this report thefollowing is also of interest since it impacts onwomen and minority training: (i) Negotiations with the Chicago Skill Centerof the City Colleges of Chicago, to begin aLicensed Practical Nurse program, were completed early in 1974. The purpose of this programwas to upgrade entry level workers to becomeLPNs while continuing to work at their regularjobs in the Hospitals. The program was developedas a consortium effort among mid-southside hospitals. Twenty-nine students from The Universityof Chicago Hospitals and Clinics are enrolled inthis program. All students who successfully complete it, and pass their LPN State Licensing examinations, are guaranteed positions as LPNs ongraduation.(ii) The 13 LPNs from this hospital who wereaccepted into the Olive- Harvey College Department of Nursing, received stipends and/or auxiliary monies as support. The students were alsogranted stipends from the Department of Labor,State of Illinois Bureau of Employment Securitythrough the administration of Manpower Development and Training Act Funds in order tomaintain living expenses. In June of 1974, four ofthese students graduated from the nursing program of Olive- Harvey. These students are nowworking as RNs at The University of ChicagoHospitals. The nine remaining students willgraduate in June of 1975.(h) Review of Gender and Race/Ethnic GroupCoding. In the course of assembling and analyzingthis report it has been normal to find that a smallfraction of the records have incorrect codes; forexample, women recorded as men and Spanish-surnamed people recorded as Whites or Orientals.This year in addition to the routine correctionsthere was a large concerted effort to review theaccuracy of the recorded assignment of the codesfor American Indians and Orientals. The impetusfor this review was to prepare our records for theproposed EEO-6 report noted earlier.The proposed EEO-6 instructions would require that persons of Indo-European decent including Pakistani and East Indians be counted asmembers of the White race/ethnic group.Because of this additional review manyrace/ethnic designations were changed, movingemployees out of the minority category withoutany change in employees. For example, the summary statistics show 488 Oriental employees inJune of 1973 and 465 in June of 1974. There hadbeen, however, more than 25 corrections madewhere employees of East Indian and Pakistani national origin were changed from Oriental toWhite. Unfortunately although we know thenumber of people whose codes were changed it is180impossible to state what would be the precisenumber for June 1974 had we not changed thecoding policy since there have been many new employees whose records conform to the new policy.2. Review of Academic Divisional and Professional School Staff(a) The Division of the Biological Sciences and ThePritzker School of Medicine.(/) Division General. Division General for theDivision of the Biological Sciences and ThePritzker School of Medicine encompasses a vastseries of ancillary service-type operations whichserve the entire Division as well as The PritzkerSchool of Medicine, and in the main, encompasses non-academic personnel.Recruitments for all non-academic personnelfollow established University of Chicago procedures. Such procedures require that employmentrequisitions be transmitted to the University'sPersonnel Office. All employees are pre- screenedby the Personnel Office before they are sent to theDivision for final interviews and ultimate selection.Faculty who are included within the groupingcalled Division General almost always also holdappointment in a specific department; therefore,the recruiting efforts of specific departmentsshould be referred to in these instances. Expec-tions to the above are faculty who also carry thetitle of Deputy Dean, Department Chairman, andDean of Students. The appointment or recruitment of faculty to these administrative posts follows the statuatory requirements for such recruitment. In the case of Department Chairmen, asearch committee is appointed by the Provost andcharged with a broad range of responsibilitieswhich vary with each search, the ultimate ofwhich is to submit a recommendation to the Deanand ultimately the Provost. The recruitment efforts of such search committees vary and includeadvertisement and direct solicitation in thespecific specialty area of nominees from all medical schools in the United States. We currentlyhave a search committee attempting to nominatean assistant dean of students for minority studentaffairs. An offer was made to a Black physician;this offer was rejected and the search continues.All searches for Chairmen and faculty on theDean's staff (Division General), specificallywhen said faculty come from outside the University, are based upon qualifications for the positionand no consideration is given to sex or race.0*0 A. J. Carlson Animal Research Facility.The Carlson Animal Facility provides animal care to support the research performed by investigators at the University. The facility has had arelatively stable ratio of minority and women employees during the past few years. The employeesare predominantly non-White because they arerecruited from the local area. Senior supervisorypositions and technical positions are filled bytraining and promoting non- White employees.Senior administrative staff consists of onewoman, one Black male, and one White male.During 1973-74 fiscal year four of the employeeshired were women, one veterinarian, one microbiologist, and two animal caretakers.(///) Franklin McLean Memorial Research Institute. The Franklin McLean Memorial Research Institute does not confer any faculty appointments, all appointments are granted by departments within the Biological Sciences Division, although all or part of the salaries may bepaid from the Franklin McLean Memorial Research Institute funds.The Institute does not foresee the addition ofany new academic positions at the present time.Should this situation change the recruitment andselection process would be handled through anacademic department following their procedures.Non-academic positions are filled by recruitment through the University Personnel Office following established procedures. Several non-academic vacancies exist at this time, however,we do not anticipate filling these positions beforethe end of this fiscal year.(iv) Woodlawn Child Health Center. During the1973-74 fiscal year, there have been fewsignificant changes involving minority group personnel mainly because of the stable job situation,the small impact of the job training program onour employees, and the personnel changes thathave taken place involved people of the sameminority group.The only significant personnel change tookplace at the front desk where a Black woman replaced a Spanish-speaking woman. There was onejob reclassification that involved a Black woman,who was promoted to audio visual technician.The other personnel changes that have takenplace have all involved wonien of the same minority group replacing women of the same minoritygroup.In the area of job training it can be reported thatone of the Center's nursing assistants, a Blackwoman, is enrolled in the Licensed PracticalNurse program.The Center recognizes the importance of jobtraining and continuing education, thus the job181training programs offered in the Hospitals andClinics are made available to all personnel. TheCenter will continue the current policy of postingthis information on the Center's bulletin board.(b) The Humanities Divisional AdministrativeStaff. The basic hiring units for secretarial-clericalemployees in the Division are the individual departments, and the required qualifications formany of these jobs are often more specializedthan would usually be the case for strictly administrative clerical positions, for example,specialized typing skills, facility in one or moreforeign languages, etc.The Division guides the hiring procedures forthe departments according to regular PersonnelOffice procedures: formal requisitions are submitted, and job openings are posted. The Divisionhas been dependent to a larger extent in 1973-74than in previous years on referrals from the Personnel Office to fill our vacancies. However, in1973-74 50 percent of the new employees hiredmade their original contact for jobs directly withthe departments. In such cases it has been a matter of routine that the prospective employee mustthen be tested and interviewed by Personnel, andthe Division insists that the departments acceptthe Personnel evaluation and salary stipulation forsuch hires. However, in the future, for this kind ofopening, the Division will encourage a strictadherence to the formal recruitment proceduresof the University.Twelve new employees were hired in 1973-74;three men (one White, one Black, one Oriental);nine women (eight White, one Black). Of these,two persons found it necessary to leave their jobsbefore June 30, 1974; one Black man and oneWhite woman.The size of the staff has decreased to 30 employees (compared to 40 in 1973); thus, while thenumber of male employees dropped to two, thepercentage of the total has changed from 7.5 percent to 5.7 percent. The number of Black employees has decreased by one in 1974; the percentage has changed from 5.0 percent to 3.3 percent.The number of Oriental employees has held constant; the percentage has risen from 2.5 percent to3.3 percent.While these changes are small, they do reflectthe continuing, sincere effort of the HumanitiesDivision to maintain a completely equitable hiringpolicy for non-academic staff. The basic criteriafor any particular position are the necessary competence and willingness to exercise that competence fully.The Division anticipates that the staff level will hold constant between now and June 1976, andthere is every reason to expect that the determination to broaden the hiring base and the adherenceto the formal recruitment procedures mentionedearlier will result in an improvement of the minority percentages of the divisional non-academicstaff as normal turnover occurs during the nexttwo years.(c) Physical Sciences Divisional Staff.(/) Division General. The following commentsare offered in conjunction with the persons andpositions associated with the Division Generaladministrative operation.In the PSD Glass Shop, and the PSD GraphicArts Shop, there have been two retirements during the past year. One position was phased out,and a replacement was hired for the second according to University job-posting procedures.The Division anticipates no changes of personnelduring the coming year, but should vacanciesoccur, the jobs will be posted, and all interestedand qualified applicants, regardless of sex orcolor, will be considered.The PSD Central Shop has one minority groupmember employed as an Instrument Designer.There are at present two minority group members, who have completed their apprenticeshiptraining in the Central Shop as Instrument Makers, on recall status. These two minority groupmembers were included in a large group that werelaid off in 1971 due to a drastic cutback in shopwork. The two laid off minority staff are membersof the International Association of Machinists. Ifa callback is made it must be done according tothe agreement between the University and theUnion. It is not likely that a callback will takeplace in the next year.(ii) Institute for Computer Research and theCommittee on Information Science. The Institutedoes not anticipate a turnover of personnel in thenear future, and does not expect to add staff in thenext fiscal year. The Committee on InformationSciences has been dissolved as an academic unit,with the transfer of academic responsibility to theDepartment of Mathematics. Consequently therehas been no scope for affirmative action.(Hi) Enrico Fermi Institute (including theLaboratory for Astrophysics and SpaceResearch). There was a net reduction of one research associate. An addition of one occurred bythe appointment of a research assistant who received his Ph.D. and a reduction of two throughterminations. Both went on to advanced positions, one with the Nuclear Physics Division ofCERN (European Organization for Nuclear Re-182search) at Geneva (Switzerland) and the other to afaculty appointment at the California Institute ofTechnology.There was a net reduction of 1 1 in the technicalservices staff: a physicist was relocated to LosAlamos Scientific Laboratory to continue workon an X-ray astronomy project which was transferred to Los Alamos. One associate electronicsengineer has relocated to the East coast to pursuefurther schooling, and the other reached retirement age. One photographer retired and one electronics technician transferred to another department. Other reductions were due to completion ofthe bubble chamber physics research project.Three programmers have voluntarily left theInstitute, one due to maternity, one to take upemployment in Nevada, and a third transferred tothe Computation Center. The Personnel Officehas a requisition for a scientific applications programmer and newspaper ads were also placed forthis position. One programmer position will remain unfilled and the last position is presentlybeing filled by an outside consultant as the needfor a direct replacement is still being evaluated.Also, a data manager technician relocated toanother state.Numerically the Institute's female staff was decreased by a total of six during the past year, although a woman administrative assistant washired (her predecessor was a man). There was atotal reduction of 16 males On the staff; two retirements, three transfers, and eleven resignationsto take up employment elsewhere.There was a net reduction of three Blacks onthe staff. One caused by resignation due to pregnancy; two resigned to accept other employment,one in civil service and one in private enterprise.A reduction of four occurred in the Orientalcategory. One transfer to another department,one resigned, and two were reclassified; oneOriental being reclassified to White and the otherto Spanish (and retired).The Enrico Fermi Institute continues to operate within the University policy of nondiscrimination relative to sex, race, or age in therecruitment of new employees. Candidates aresought in the traditional ways and positive actionto select women and minorities are constrainedonly by their scarcity in some fields of the Institutes' research activity.(iv) The James Franck Institute. There are nofaculty members who hold appointments only inthe James Franck Institute. All faculty associatedwith the Institute hold joint appointments with atleast one teaching department and are discussed there. However, the Institute is playing asignificant role in the recruitment of new faculty inthe physics of condensed matter and in chemicalphysics. During 1973-74 the Institute faculty recommended the appointment of two junior facultymembers, jointly with the Department of Physics.One of these is a woman. She has accepted ouroffer.Although the Institute does not advertise vacant faculty positions, it receives directly, orthrough the relevant departments, letters of inquiry and more formal applications from potentialcandidates for junior appointments. These inquiries and applications are reviewed carefully bycompetent members of the faculty and by theNew Appointments Committee.During the academic year 1973-74 the Institutehas had 19 research associates — two are women,and six are Orientals (Japanese, Chinese, andKorean).The technical staff of the Institute consists of acryogenic engineer, a metallurgist, three electronics engineers, one chemist, two instrumentmakers, and two laboratory research mechanics(technical associates). All are White males withthe exception of one electronics engineer who isan Oriental.During the past year there have been the following changes in this staff: The Institute has replaced two electronics engineers. In each case thevacant position was posted within the Universityand advertised. One of the positions was filled byan applicant from an industrial company; theother by transfer from another University department. Both are White males. There were nominority group or women applicants.Effective July 1, 1974, the Institute will also addto its staff a new analytical chemist, who is anOriental. This position was not advertised. It isextremely difficult to find someone who has theunique qualifications required for this position.The appointed candidate was recommended to usby faculty members in our Department of theGeophysical Sciences and is probably the bestperson in the United States in this special field.The administrative and clerical staff of the Institute consists of seven people, all women. During the past year the resignation of one secretarycreated a vacancy which was filled by a Black.This secretary had worked for the Institute someyears ago and was rehired when she expressed aninterest in returning to the University.(d) Social Science Division- Administration. TheDivision Administration part of the Division ofSocial Sciences handles the personnel administra-183tion for the staff of the Divisional Committees andsome of the special programs.. Personnel actionsare approved by the faculty member directing theproject or chairing the committee. In some casesthere is only one staff employee doing work thatrequires special skills, statistical comparisons aretherefore difficult to make.Philippines Studies Program is one of the largerprograms in the Social Sciences Division Administration area. During the year 7/1/73-6/30/74the Philippine Studies program (PSP) operated onfunds from the Committee on South and Southeast Asia derived from a grant from the FordFoundation, supplemented by a small grant fromthe Lichtstern Fund of the Department of Anthropology.The staff consists of the Director, a Filipinepart-time secretary and clerical worker, who hadexpected to leave for the Philippines in December1973, but in view of the political situation, decidedto remain. She is completing her Ph.D. in HumanDevelopment in the University.A Filipino historian was hired September 1973to work full time as an editorial associate. He isexpected to stay until August 1974.A White American graduate student is workinghalf time as a research project specialist. Shebegan in June 1973 and should be finished by June1974, though she may need a month or two additional time.Except for the part-time secretary the two research scholars have specific skills that cannot beduplicated easily. Furthermore they were hiredfor a limited period to carry out specific jobs.It is not possible to make any further projectionof employment opportunities for June 1976 — oreven for June 1975 — since no decision has beenmade as yet, with regard to the future funding ofPSP. The Director is retiring from teaching as ofSeptember 1974, but may continue an associationwith PSP. The Ford Foundation is consideringfurther funding of South and Southeast Asianstudies but has not yet made a grant.(e) Professional Schools Staff.(/) The Graduate School of Business. TheSchool data on staff employment are in manyways difficult to analyze, primarily due to the factthat several people who are rated in the same jobcode do different jobs. This problem is being tackled on a University- wide basis and the School'sposition will be reexamined at a later time.(//) The Divinity School. During the past yearthe School has made an effort to find a suitableperson to assume the position of assistant dean ofstudents. The School's first choice for the posi tion was a Black female employed elsewhere oncampus who did not wish to consider making achange at this time.(Hi) The Graduate School of Education.Non-academic recruitment has been conducted inaccordance with University personnel policies.The School interviewed nine people for the foursecretarial posts which we filled. Three of the fivewho were not hired were offered jobs but choseemployment elsewhere. A fourth was not selectedbecause of irregular attendance when she washere as a temporary replacement. The fifth wasnot judged suitable for the positions in mind by allthe people who interviewed her. All of thesejudgments were based on skills exhibited in theclerical tests and past work performance. No menapplied for these jobs. Of the four women hired.two are White and two are Black.The School has staffed a position labeled assistant to the dean-director of development programs. The School considered six candidates forthis position; all were White; two were men; fourwere women. Our choice was a White woman.(iv) The Law School. The Law School employspresently five attorneys as staff attorneys in theMandel Legal Aid Clinic, under a joint arrangement with United Charities of Chicago. The fiveattorneys are all male. As noted in last year's report, this is a place where one might more readilyexpect to find qualified women and minority applicants than for faculty positions. The requirements of the staff attorney position, however,have some elements in common with faculty requirements, since the attorneys are responsiblefor supervision and training of law students in theClinic; they must be both highly qualified aslawyers and persons capable of working with ourstudents. Due to the difficulty of finding personswith the requisite qualifications and interest, therehas been one vacancy in the staff throughout thepresent year. The School was prepared to offerthe position to one woman but she decided toenter practice with a downtown firm. Anotherwoman is among the other candidates still underconsideration. There has not been great turnoverin the staff in recent years. One attorney left at thebeginning of the present year and was immediately replaced with an outstanding graduateof our own Law School who wished to move froma large New York law firm; this was an opportunity to make an exceptionally strong appointmentthat could not be passed up.There has been no turnover in the two assistantdeanships. The only managerial position filled thisyear was that of administrator for the Center for184Studies in Criminal Justice. The person appointedwas the former chief probation officer for the federal courts in this area, a man uniquely qualifiedfor the position.The size and racial composition of the secretarial staff of the Law School has remained quitestable from last year to this, although there hasbeen considerable turnover. A total of 12 personswere hired, two of whom subsequently resigned.Of the 12, nine were White, and three were Black.Two of the three Blacks were those who resignedshortly after being hired. The only loss among theBlacks who were in the secretarial force in June1973 was one secretary who moved to anotherdepartment, following a faculty member who assumed a joint appointment with the College. Inthe replacement of secretaries the chief problem isfinding qualified applicants regardless of race. TheSchool is considerably dependent on the pool referred to us by the Personnel Office. Of thoseapplicants referred to the School by the PersonnelOffice seven were rejected, of whom one wasBlack and six were White.The position of coordinator of the secretarialpool became vacant during the year. The positionwas offered in turn to three Black members andone White member of the secretarial staff, inorder of seniority of service. All declined to takeon the additional responsibility that this promotion would have entailed. One of the three Blackswas also offered promotion to a Grade 8 secretarial position in one of the administrative offices ofthe Law School but again she preferred to remainin her present job.(v) The School of Social Service Administration. The School has instituted its own internalposting procedures for staff vacancies arisingwithin the School to enable staff to rise from onecategory to another.In the category managerial assistant the division with respect to race is five Whites and twoBlacks, the division with respect to sex is threemen and four women. Among those who hold thepositions on a full-time basis, the division is twoWhites and two Blacks. Salary differences withinthis category reflect differences in duties, tenure,and experience.In the category administrative secretary, thedistribution is four Blacks and four Whites. Theaverage monthly salary of the Blacks is a few dollars more than that of the Whites in this category,but again that reflects differences m duties, tenure, and experience.The persons in the secretarial and clericalcategory are racially distributed 1 1 Blacks and 1 1 Whites. The average salary of the Blacks is over10 percent higher than the average salary of theWhites, but this reflects in part the fact that a largeportion of the Whites in the category are studentspouses whose tenure is on the average muchshorter than the Blacks who are making a careerhere.(f) Other Academic Areas(/) Rockefeller Memorial Chapel. There havebeen no changes in the basic employment opportunities in the Chapel during the academic year1973-74. At one point in the past we had projectedthat we could employ one additional woman in theChapel by 1974 than actually was the case in June1974. Budget limitations have made it impossibleto increase staff size except as we have employedpart-time students. It is not anticipated that therewill be any staff openings between now and 1976,that would change the present situation. If anyshould occur we would take steps through extraordinary as well as ordinary channels to screen asmany candidates as possible to insure thatminorities and women would have ample opportunities to be considered.(//) University Extension. As discussed in lastyear's report the Extension has considered thematter of a more formal approach to recruiting ofall (with one exception) part-time faculty whichprovides instruction in its several programs. Themajor factors which inhibit initiation of such aneffort, while they vary somewhat from program toprogram, may be summarized as follows:1. Non-credit adult educatioh courses arenecessarily market-oriented (within the limitations of what is appropriate to this institution).Thus, there is very little advance planningpossible — courses are decided on from quarter toquarter to take advantage of topics of current interest.2. Extension can only appoint instructors, byand large, on a temporary, quarter-by-quarterbasis, with no long-range commitment to them. Atthe same time the Extension Division is determined to maintain a high intellectual quality, andsimultanously remain very flexible to take advantage of the interest and availability of first-ratepeople when we can get them. Thus, hiring isguided more by expediency than formal, long-term search procedures.3. Starting in the autumn of 1974, theExtension's non-credit adult education programswill be conducted at seven different locations,rather than at a single downtown center. Thisadds another element to the availability of instructors and further inhibits long-range recruiting.185For all of these reasons, plus the very importantfactor to the budgetary uncertainty which prevailsin these programs currently, we have not beenable to devise more systematic and formalmethods of faculty recruitment.The small central staff of the Extension Division now consists (after the closing of the Downtown Center) of a dean (male), three assistantdeans (one female, two male), a director of theMetropolitan Institute (female), an administrativeassistant (female), and two secretaries (female).This is a substantial reduction in the total numberof staff. It is not anticipated that the central staffwill increase substantially in the next few years.Thus, there do not appear to be any opportunities for any major changes in the proportionsof minorities and women in the Extension Division currently. As vacancies in the central staffoccur and are filled, the Extension Division will,of course, follow procedures in seeking to fillthem which are thorougly in accordance with theUniversity's affirmative action program.(Hi) Laboratory and Nursery School. One administrator, the summer school principal, is aBlack woman. She is listed with the full-time faculty because her primary role is teacher.During the last two years we have searched forand hired two principals (two White males). Theparent association of the Council on Race advertised extensively in the area news media forminority applicants. Several Black men were considered. Those that were deemed acceptable to uswithdrew their applications when they were informed of the salary structure. One of the positions was offered to a woman, but she turneddown the offer.In our teacher employment practices we communicate primarily, if not exclusively, withplacement agencies and universities that showsubstantial involvement of minority groups.(iv) Orthogenic School. The major advertisingis done for the non-academic position of counselor. The School does not advertise separatelyfor the position of teacher, however, applicationsfor teacher do come as a response to the advertising. The School sends announcements throughthe Educational Director to Deans of Schools ofEducation, College Plcement Directors, Deans ofLiberal Arts Schools and Heads of four-yearPsychology Departments, on which is stated,"The University is an equal opportunity employer." The criteria for selection are mainly clinical, that is, an assessment that the person is sensitive, able to understand, and has the kind of personality structure required to work in this setting with severely disturbed children. A goodacademic record is required or other evidence ofhigh intelligence and ability to keep to difficulttasks. There is no "promotion" since salary advances are uniform yearly and there is no hierar-During the period since July 1, 1973, the Schoolinterviewed but did not hire one White female forthe position of teacher. Since July 1, 1973, theSchool has hired eight persons for the position ofcounselor; these include four White females andfour White males. The School interviewed 16 applicants to fill these positions, including tenwomen (nine White and one Filippine) and sixmen.Secretarial and service staff are hired throughthe University's Personnel Office. During theperiod since July 1, 1973, the School interviewedtwo persons for the position of secretary to theDirector. Both were female, one Black and oneWhite; the Black applicant was hired. The Schoolalso interviewed three people for a clerk-typistposition, one Black and two White, all females; allthree were hired. For the position oflaundry/housekeeping aide, the School interviewed and hired one Black woman. For the position of vacation substitute/kitchen helper theSchool interviewed and hired one Black woman.3. Review of Staff Departments and Units(a) General Administration. A detailed review wasmade of all the units of general administration.Specific comments are as follows:(0 Office of the Presdident. The secretarial andclerical staff as of June 1974 (projected in 1973)indicated that there was to be five females, threeWhite and two Black. Actual figures in 1974 indicate four White and one Black. This apparentchange was brought about when a female Blackwas interviewed, offered and accepted a positionas a file clerk. However, before reporting to workand after the 1973 EEO report was completed shedecided not to accept the position. The nextqualified applicant was a White female.(//) The Development Office. Professional Developers: It is notable that 77 percent of this staffare women. However, there are no minoritygroup members. Three recent positions have beenfilled by promoting staff from within the University.To ensure that the presence of Black professional developers were not overlooked, advertisements were placed in the Chronical of HigherEducation and the Higher Education Administration Referral Service was engaged to seek outqualified candidates. Three Black candidates186were interviewed, but two were not available andthe third candidate's salary requirement wasbeyond our salary range for this position. In addition, positions for professional developers areposted with the University's Office of CareerCounseling.Secretarial and clerical: About 33 percent ofsecretaries and 50 percent of the clerks are Blackfemales. It is a requirement that gift clerks havesome college experience although this office willingly accepts as an alternative to college, experience in bookkeeping. The gift clerk group issupervised by a Black female. Any disparities insalaries arise from the different levels of experience that each has brought to the job.All job openings for clerical and secretarial staffare posted with our Personnel Office to ensurethat we are not overlooking any qualified minorityapplicants.During the past year a special review of theentire Development Office's salary structure wasmade and adjustments were accomplished.At this point, it is extremely difficult to accurately predict what the Development staff levelwill be two years from now because we are justentering into a new Campaign. However, specialefforts will be made to recruit minority staff.(Hi) Office of the Vice-President for Public Affairs. Since the last report, two job positions wereeliminated in the Public Affairs area and the managerial assistant's duties were combined withthose of a new Assistant Director of the Centerfor Policy Study.In the Public Information area: the photography function was eliminated and with it twopositions; they had been held by one male Blackand one White female. One position of AssistantDirector was also eliminated.The Director of the Public Information Officeresigned on July 1, 1973, and a new director wasappointed August 1. Both were White males. Thenew director died March 23, 1974, and a search isunder way for a new one. No appointment is expected before August 15. In the search, the firstperson interviewed was a White female. FourWhite males have also been interviewed. Onemale Black was asked to consider the opportunity, but he refused. Still under consideration aretwo White males and the White female. The position of editorial assistant was changed to that ofan editor. One clerk-secretarial position waschanged to that of office manager. This position isfilled by a woman. To replace an assistant director(White male) who resigned and whose positionwas eliminated, a new specialist-writer was hired who is White and female. In the search, this officecontacted this person and asked her to accept theposition on the basis of her qualifications.In the Center for Policy Study: One managerialposition held by a White male was eliminatedwhen the Urban Journalism Fellowship Programwas terminated. One secretarial position waseliminated at the same time. The position of administrative assistant was changed to assistant director, who is also managerial assistant to theVice-President for Public Affairs. In the search tofill this position, four White males and one Blackmale was interviewed after they applied. TheVice-President for Public Affairs also asked aWhite female to apply, on the recommendation ofthis previous managerial assistant, and she washired.A final comment: At University wage levels,there will continue for some time to be difficulty inattracting male Blacks. Inquiries in news roomsand at a local school of journalism reveal that thosequalified to work in Public Information here candraw much higher starting wages in the media.(iv) Office of the Vice-President and Dean ofStudents. Changes in job codes have been madeto achieve conformity among assistants to theDean. Other changes were as follows: There wasan upgrading of the part-time female secretary tothe administrative assistant/administrative secretary position. The female assistant director of Student Housing has left that position and her successor is a male.The Career Counseling and Placement unitcontinues its efforts in counseling of minoritygroup members. Placement opportunities forminority groups who complete their work here arevery great. Special measures are taken to makesure that minority group members do not encounter placement problems. The office projectsthat one Black female will be hired for the clericalposition that is open at this time.There are two Blacks in the professional staff ofthe Men's Athletic Department. One has beenpromoted from instructor to assistant professorand the other is an assistant coach.Since last year the Registrar's unit hired oneBlack female clerk who has now been upgraded toa secretary. The clerk position is now filled byanother black female.Due to the little turnover, there had been norecent opportunity to employ a minority groupmember in the small six-person Student ActivitiesOffice for the previous three years. However,when an opening occurred this year the unit wasable to hire one Black female clerical to the staff.187(v) Offices of Legal Counsel and Secretary ofthe Board of Trustees. A total of eight persons arepresently employed in the Offices of the LegalCounsel and Secretary of the Board of Trustees.Of this number, four are professionals (lawyers)and the remainder (four) are administrativesecretarial-clerical.During the past year an attorney, who was awoman, resigned. This vacancy has not beenfilled to date. If it is decided to fill the vacancy,search procedures will be adopted which hopefully will yield candidates of quality who arefemales or minority group members. An attemptto identify such personnel will be made throughthe following means; (a) recommendations fromthe faculty of the University's Law School, (b)the Placement Office of the University's LawSchool, (c) the placement facilities of John Marshall Law School, DePaul University, andNorthwestern University Law Schools, and id)unsolicited applications of which a number are received each year.On the administrative secretarial-clerical front,there are no current problems. One Black secretary left during the course of the past year to goelsewhere in the University. This vacancy wasfilled; the replacement is also Black. Secretariesare recruited on the basis of reference from thePersonnel Office and accepted to the extent theyare qualified to do the work regardless of minoritygroup or sex.(vi) Office of the Vice-President for Programsand Projects. Since the last reporting date therehave been three actions relating to personnel.One White female secretary transferred toanother area and her successor is a Black femalerecruited via the job-vacancy posting program.One Black female left and was replaced by thepromotion of a White female already on the officestaff. One White female was transferred toanother office.At the present time the Office is undergoing areorganization, and no decision has been made asto the exact make-up of the staff in terms of jobclassifications. Thus, for 1976 it is only possible topredict that there will be the addition of one clerical position. The job has been posted, without anyresponses being received. The Personnel Office isnow searching for candidates for interview.The Office presently includes two Blacks (onemale, one female) among its six-person professional staff.(b) Treasurer. This small office added a minority group member to the secretarial-clerical staffduring the year and has one woman at the profes sional level (associate treasurer) and another atthe administrative assistant level. Further attempts will be made to add additional minoritygroup staff, particularly between now and 1976.(c) Business and Finance(/) Auxiliary Services-Director' s Office. Thecomposition of this office currently is two males(one White, one Black) and one Black female. Nochange is anticipated.(//) The University of Chicago Bookstore.There has been slow turnover of employees during the past year. With very few, if any, exceptions during the past year all new employees havebeen hired as a result of the University PersonnelOffice referrals.As of the end of June 1973, the UC Bookstorehad a total of 70 full-time employees, including 33men and 37 women. As of June 1974, the full-timeemployees will number 69, including 33 men and36 women.Supervisory personnel of of June 1973, includedeight men and four women. Supervisory personnel as of June 1974, will include eleven men andfive women.In the area of minority employment the Bookstore during the past year has increased thenumber of minority employees by two (an increase of 12.5 percent) while total employmentduring the same period decreased. The projectionfor 1975-76 shows that the Bookstore hopes tofurther increase minority representation due tonormal turnover and an anticipated increase instaff size.(Hi) Comptroller. Comments on results throughJune 1974 compared with prior year, and projections are:1. In the department manager category a promotion was projected. This did not take place in1973-74. The change is expected in July 1974 andis the only change projected to June 1976.2. There were no changes in managerial assistants either in numbers or specific individuals-— thus there was no opportunity to change thecomposition of this group. In this regard, the projection was accurate.3. There were no changes in number or composition of administrative assistants. However, oneWhite female did resign. She was replaced by aWhite female. This maintained the male-femaleratio but did not achieve our goal of an additionalBlack. There was insufficient change in personnelto have much opportunity to meet the projection.4. In the accountant category the apparent reduction in Oriental and increase in White was actually a correction in previous classification. The188only change in personnel in this category was theresignation of a White female hired in December1972. She was replaced by promoting a Whitefemale from the clerical group. This individual isbeing trained as an internal auditor. She had noprevious training or experience as an auditor.5. There were no changes in clerical supervisors.6. The number of clerical employees droppedby eight. Five of these represent open positionswhich are expected to be filled soon. The otherthree represent actual reductions and are the result of greater operating efficiency. There wassubstantial turnover during the year. The loss often females was offset by a gain of two males. Theloss of 17 White females was offset by a gain ofnine minorities. The percentages of minorities inthis category increased to 34.3 percent from theprior year of 23.9 percent.Projections for 1976 assume continuation ofpresent budget constraints. The increase in numbers (six) is solely to handle increasing demandsby governmental units for financial data. In thisregard, technical accounting training or experience will be required. Other changes are basedsolely on the assumption that turnover will provide opportunities for changing the minority andsex composition of groups.(/v) Faculty Exchange-General Stores.Following the death of the Faculty Exchangesupervisor a White male employee with 27 yearsof service was transferred from the hospital to fillthat position. No change is anticipated whichwould substantially alter the personnel makeup ofthese two departments.(v) Personnel Office. The Director of Personnelresigned effective February 28, 1974. The Vice-President for Business and Finance launched anintensive search beginning in January for aqualified person to replace him. Classified advertising was placed in the Chicago Tribune, theWall Street Journal and the Chronicle of HigherEducation. The position was also listed with theHigher Education Referral Service (the executivesearch service of the National Association of College and University Business Officers). Severalprivate personnel consultants, labor lawyers, andlegal and business placement officers were advised of the opening and asked to recommendqualified applicants.A total of 102 persons formally applied for theposition. All resumes were carefully screened and19 of the applicants were interviewed. Of thoseinterviewed, three were women and one was of aminority group. On the basis of the search it was judged that the most suitable candidate was theUniversity's Director of Auxiliary Services whowas appointed Director of Personnel. He will alsocontinue as Director of Auxiliary Services. Inorder to assist him in this dual role the position ofAssistant Director for Personnel (Salaries andClassification), a Black female, has been upgraded to include broader responsibilities such as,recruitment and employment, classification, andsalary administration, employee records and reports.The position of secretary to the director is alsovacant. It is projected that a woman or man froma minority group will be selected to fill that vacancy.Three positions in the secretarial and clericalcategory turned over during the year resulting in anet gain of one minority woman.A study of the personnel function was conducted in February 1974 by independent consultants. The study reinforced the belief that thelevel of current staffing is too low to meet theobjectives of the Personnel Office. Staff projections for June 1976 reflect the Office's assessmentof increases in particular job classifications andcategories that are necessary to improve the totalperformance of the Office. It is expected thatthese projected increases will afford the opportunity to hire several more minorities and women.(vi) Physical Planning and Construction Office.During the past year the Office has made fivechanges in personnel. A Black female and a Whitemale secretary were hired to replace two departing White female secretaries. Later, the Whitemale was replaced by a White female at a differentjob classification. A White male constructioncoordinator was replaced by reassigning an architect already on the staff, thereby reducingOffice size by one for the second year in a row.In the fifth job change, the University plannerdeparted in June 1973 and was replaced in January1974. The position was advertised in Tab, TheAmerican Society of Planning Officials, in the issues prior to the fall convention of the AmericanInstitute of Planners.At the convention 22 persons were interviewedfor this position. Of those interviewed three wereBlack (two of them female) and one was a Whitefemale, five others were Oriental or Indian. Noneof the Blacks or females interviewed met theminimum requirements as they lack any designtraining or experience.Thirteen other applications were received bymail. Four of them were invited to the Universityfor interviews. One of the four were Black. Other189applications received by mail were from a Blackfemale planner and from a White female planner.Both lacked design experience or training.In addition, 26 resumes of minority plannerswere furnished by the American Society of Planning Officials. One of these indicated the individual met the minimum job requirements. Attempts to contact that person were unsuccessful.Information about the position was also furnished to a local Black architect prior to his attendance at a conference of Black architects.The person finally hired is a White male whowas judged to meet all the requirements specifiedfor the position.(vii) Plant Department. Plant Departmenttrades are unionized and salaries are set by anegotiated union contract. The only female tradeemployees are the five in the custodian IIclassification. Job descriptions are written so thatthere is no discrimination against women orminority groups.As a result of cut-backs in available funds forpersonnel there are 12 fewer employees in thePlant Department than the 1973 projection forJune of 1974. In terms of total staff there are 11less White employees and one less Black than projected with no change in the number of femaleemployees. The only change in supervision resulted in the appointment of a Black foreman forthe Trucking Department as a replacement for aWhite retiree.In projecting toward the future, the Department anticipates a further net reduction of nine instaff size which hopefully would be achieved byattrition. If attrition does not provide enough reductions in staff, layoffs will be made in accordance with seniority as provided for in the unionagreement. It is anticipated that one new Blacktrades foreman will be appointed to succeed a retiring White foreman.(viii) Printing Department. The poor economicconditions of the University community hascaused a severe reduction in employment withinthe Department. Nevertheless, the overallcharacter of the affirmative action program hasbeen implemented.The Printing Department's employment as ofJune 1974, is 89 people; in June 1973 it employed98 people. During this period, minority group employment and the proportion of women remainedrelatively constant.In fiscal 1972-1973 there were 11 apprentices;three were women. Again this year we have 11apprentices; four are women. The skilled laborforce increased from 47 to the current 55. The number of minorities increased from nine to eleven.Although the Department has endeavored toprovide a career line in the skilled trade areas forwomen and Blacks, because of the economicstringencies of the Department, opportunities willoccur at a lesser rate.Our projection of 94 employees by 1976 isbased on the assumption that our economic conditions will improve, of these we expect that 25.5percent will be women. In 1976 the Departmentforecasts 12 apprentices, six will be women.Minorities within this group should also total six.This is possible because of the expected retirement of skilled workers within this period.Women are also expected to constitute 20.7 percent of the skilled labor force in 1976.(ix) Purchasing Department. The total personnel attained the 1973 projection of 18 (seven Whitemales and eleven females, four of whom areBlack). One Black female has been promoted tothe position of buyer. No change is anticipated inthe Department at either the second line management or the buyer level.(x) Real Estate Operations. A restructuring ofone of the offices in this Department has dividedthe responsibility of a retired managerial assistantbetween two women who were thus upgradedfrom "secretary and other clericalclassifications." There will be a training programof not less than 18 months before these jobs arefinally reclassified.One should note that in still another office ofthis Department that the woman who is beingtrained for a managerial assistant position is in atraining program that is expected to continue foranother year.Since last year a female Black was promotedfrom a clerical position to a job of manager. Theperson who was promoted was replaced withanother female Black.(xi) Residence Halls and Commons. The Residence Halls and Commons has a high minorityrepresentation because of the nature of the labormarket around the University from which wedraw most of our employees. Minorities are wellrepresented at the levels of department head, unitsupervisor, and secretary-clerical.Changes in the food service operations for1974-75 will mean a reduction in our work force,mostly at the service worker level. This will, ofnecessity, largely affect minority employees. Theaffect on men and women will be about equal.It is desired to increase minority representationat the building custodian and building engineer190level. When an opening develops in this area therewill be active recruitment of suitable minoritycandidates.(xii) Reynolds Club Barber Shop. Currentlythere are three employees in the Shop. All areWhite male barbers. Whenever an additionalbarber is needed efforts are made to ensure consideration of candidates of all races and sexes.However, there have been few such occasionsduring the recent months.(xiii) Security. The Department attempted tohire another managerial assistant during the pastyear. Through professional contacts in other lawenforcement departments and agencies, andthrough a subsequent newspaper ad, which wasrun in October 1973, two applicants who areBlack were offered the position. The first applicant was found to be physically unqualified. Thesecond applicant, after acceptance of an offer,notified the Department that he was declining inorder to remain with his then present employer.During the past year, minorities among thefull-time patrol officers increased by five. Theslight overall increase in the full-time patrol staffhas been offset, in part, by the decrease in theutilization of part-time city police officers.The Department currently employs eightwomen. One of the women is a patrol officer. Ofthe 55 minorities in the Department, 49 are patrolofficers.• Since mid- 1973 the female patrol officer hasbeen used increasingly for exterior patrol on bothfoot and vehicular posts. The Department's second female officer resigned for personal reasons inNovember of 1973.The Department actively recruited securityofficers during the past year through a total ofeight newspaper ads. Walk-ins and referrals alsoaccount, in part, for some of the new personnel.The newspaper ads clearly stated that the University is an EEO employer and further specified thatboth men and women could apply for employmentas security officers.The Department also recruited security officersthrough notification letters to colleges and universities in the Chicago area with two and four-yearlaw enforcement programs. The most recent lettersent to these schools carried special mention thatwomen should be encouraged to apply.(xiv) Telephone Service and Facilities Department. There has been a net reduction in staff offour people from the number projected in 1973and 1974. Even though there are four fewer people, the ratio of Black to White has increased from26.5 percent to 33 percent since 1973. During this reporting period, three Black maleapplicants applied for and were offered employment as centrex operators, class six and two ofthem accepted employment. There has been noturnover in supervisory positions and an examination of salaries shows no apparent discrepanciesbetween employees.4. Special Units(a) The Computation Center. The ComputationCenter has made substantial increases in recentyears in the number of women and minorities inclerical and professional positions. Because limited turnover in management positions had precluded significant progress until the past year orso, the Center is being reviewed this year withparticular emphasis on management and supervisory positions where marked progress has beenmade recently. The Center's efforts have beenhampered in general, of course, by the continuingstaff reduction of recent years (from 126 in 1970 to84 today).The number of women and minorities in moreresponsible jobs has increased. However, forbudgetary reasons, the staff of the Center hasbeen reduced, and there has been a correspondingdecrease in the total number of women andminorities in the past year. There is little potentialfor increasing the number of minority and womenpersonnel in nonprofessional positions due to projected further reductions in staff size. Instead,emphasis is being placed on training and upgrading of remaining staff in these positions (including,of course, women and minorities) to insure thatthey stay current with more advanced systemsand are prepared for future advancement fromwithin, if and when opportunities occur.The Center has been very successful in itsaffirmative action with respect to managementand supervisory positions in the Center. The Director and two assistant directors, all Whitemales, have been in their current positions since1969 and there has been no opportunity for changeat this level. However, opportunities have occurred for increased numbers of women andminorities in senior positions at the next level,namely, with respect to group managers. In 1969,there were seven group managers within theCenter and all were White males; today, with onlysix group managers, two are Black males and oneis a White woman. More specifically, the twomanagement vacancies which have occurredsince the 1973 EEO/AA review have been filledwith a Black male and White woman.Similarly, women and minorities are well rep-191resented at other supervisory levels: out of ninesuch positions, two are held by Black males, oneby a White woman and one by a Black woman. Itshould be noted, however, that the two womensupervisors are responsible for groups of employees which include only women, namely, theclerical staff of the Business Office and thekeypunching staff of the Administrative Operations group. The other positions relate to computer operations where a scarcity of qualifiedwomen exists. We would consider qualifiedwomen if they were available. However, we traditionally have promoted from within the operationsstaff and therefore are dependent upon first increasing the number of women operators.In the professional positions of programmer,programmer/analyst and systems programmer,women are well represented (14 of 26) butminorities are not. Every effort will be made toincrease the number of minorities in these jobs butthe scarcity of qualified minorities in the generaljob market will make this difficult. Moreover, improvement will be dependent on turnover sincethe number of such positions is not expected toincrease. To improve the salary administration forthe professional staff of the Center, the seniorstaff of the Center worked closely in the past yearwith the Personnel Office and the Board of Computing Activities and Services by better definingthe job classifications and by establishing salaryranges for the resulting job codes. Three jobfamilies (programmer, systems programmer, andprogrammer/analyst) were established with threemajor steps each Gunior, regular, and senior).This activity has helped to remove some of theapparent disparities.(b) Hospitals and Clinics. The projection forJune 1976 indicates no increase in staffing duringthe next two years. Within that total figure, theHospitals and Clinics projected increases inminority and female employment.In the near future the Hospitals and Clinics willreview job coding in order to make the few necessary corrections. In the meantime the Hospitalsand Clinics will continue its special efforts to implement affirmation action in the following Departments:Clinics AdministrationFood Services (especially with respect to management)Nursing Services (especially with respect to directors)Emergency Room (especially with respect tomedical staff)Medical Records (especially with respect to supervisors)Materials Management (especially with respect tosupervisors)Respiratory TherapyKidney DialysisLaboratory ComputerObstetrics Laboratory(c) Industrial Relations Center. This is aspecialized unit providing special studies andtraining programs in industrial relations. It has nofaculty as such. Professionals however are engaged on long-term and short-term bases, depending on availability of project grants. Often thefilling of positions has to be done quickly to meetthe needs of a project sponsor. It is difficult toproject changes as far ahead as June 1976 in theabsence of a clear financing pattern.(d) The International House. One change that isworthy of note is that the assistant director currently is a woman. Her predecessor was a man.The overall staff size has been reduced slightlysince last year due to a reduction in cafeteria service. Otherwise there have been no significantchanges.(e) The Library. The Library has a total of 61professional librarians of whom 34 are women andseven are members of minority groups. The clerical staff totals 203 — 78 men of whom 9 are members of minority groups and 125 women of whom33 are members of minority groups. In efforts toimprove minority representation on the professional staff, the Library expanded its recruitmentarea through more extensive use of professionaljournals and by wider distribution of job postingsto other libraries and library schools. In Januaryof this year, a Black was appointed to head theLibrary personnel office and it is hoped that hewill be able to develop contacts within the fieldthat will facilitate attracting minority applicants.In the professional recruitment area steps havebeen taken to maintain more accurate and complete applicant files so that in future years, morereliable information will be available foraffirmative action reporting. During the year, fiveprofessional librarian positions were filled; ofthose, three were filled by White males and twowere filled by Oriental males. Searches were conducted to fill four other positions which were to beavailable as of July 1, 1974; of these, one will befilled by a White male, two will be filled by Whitefemales, and one will be filled by an Orientalmale.With respect to clerical recruitment, the Library relies on internal job postings and referralsfrom the University Personnel Office.192In recent months* the Library has begun a jobevaluation review which includes as one of itsgoals to determine whether or not salary inequities exist within the professional librariangroup. Should inequities be uncovered as a resultof this process, corrective action will be taken. Inthe clerical area, the Library continuouslymonitors pay rates to ensure that inequities do notexist.(f) The University Press. The statistical summary shows almost a two percent increase in theemployment of minorities. Not all of the change isaccounted for by new hires. Fifteen of the 30 newemployees in the Press were previously listed onthe staff of the Comptroller's Office. The remaining 15 were hired primarily to operate the in-housecomposition machinery which is a new development here and we project an addition of four staffmembers — one to replace a secretary who hasdied and three to operate printing machinery to beinstalled at our business office and warehouse.While^very few new people have been hired inthe category of house editors and copy editors,the Press anticipates a considerable change duringthe forthcoming year as three house editors andtwo copy editors will have to be replaced. Thereis also the prospect of placing a woman in an ex tremely important management position, startingin January 1975, if plans should materialize foropening a sales office in Australia.The Press exercises a fair amount of on-the-jobtraining, which has enabled a number of womenarid minorities to move from clerical positions intoprofessional categories of much higher responsibility. There are now three women who started atthe Press as secretaries who are assistant editors;one who started as a machine operator in thegraphics department and is now assistant to themanager of that department; and one female receptionist who has become a copywriter in thejournals promotion department.5. ConclusionWe hope to bring many of the studies mentionedabove to completion by the time of the next report. Five years into affirmative action theUniversity's system for personnel reporting isvery mature. The initial problems of reporting andanalysis are progressively being straightened out.The University believes that given the Constraints of a tough financial situation the numbersand the facts show that the University has a viablesystem for positive action to hire, remunerate,and promote only on the basis of quality.THE UNIVERSITY OF CHICAGO RECORDOFFICE OF THE VICE PRESIDENT FOR PUBLIC AFFAIRSRoom 200, Administration Buildingo zT I omj c 330 P TJ3POSTAAID,0,ILLITNO. o3£2 2 6-* o rn a¦* r^ oCO 3