THE UNIVERSITY OFCHICAGO 9 RECORDAugust 9, 1972 An Official Publication Volume VI, Number 5CONTENTS8 1 EQUAL EMPLOYMENT OPPORTUNITY : AFFIRMATIVE ACTIONThird Annual ReportTHE UNIVERSITY OF CHICAGOFOUNDED BY JOHN D. ROCKEFELLER© 1972 by The University of Chicago. All rights reserved.THE UNIVERSITY OF CHICAGO RECORDTHIRD ANNUAL REPORTEQUAL EMPLOYMENT OPPORTUNITY:AFFIRMATIVE ACTIONThe report and tables printed below were transmitted to the Director of the Office of CivilRights, Department of Health, Education andWelfare on July 14, 1972. This is The Universityof Chicago's third annual report of progress andstaff projections under the Equal EmploymentOpportunity (EEO) Affirmative Action Program.IntroductionThis report provides objective information concerning all employees of the University1. Foreach employment unit statistical data are brokendown by classification, salary range, staff as ofJune 1971, staff as of June 1972, and projectionsfor 1973-74 (June 1974). Within the last threecategories the staff is subdivided by race and bysex. In addition to submitting such comprehensive statistical data, this report summarizes significant actions in the last twelve months.A basic factor affecting the University's affirmative action program is that the University continues to operate under fiscal and personnelconstraints. These constraints limit opportunitiesfor affirmative action in general, and particularlyin academic areas, where the number of facultyhas, in fact, declined. New appointments to thefaculty, therefore, are very much a function offaculty departures overall.Summary of Statistical DataThere has been an increase in the numbers of bothminority employees and females (see Table I). For both classes of employees, for the Universityas a whole, the percentage employed is above thatfor the Chicago Standard Metropolitan StatisticalArea (SMSA), based on the latest available employment figures (1970) .TABLE I: Minority and Female Employees*June 1971 June 1972 ProjectionsJune 1974Women 4,85055.6% 5,07756.1% 5,09256.1%Negro 2,82132.3% 2,83931.4% 2,96432.7%Total Minority 3,30337.9% 3,42337.8% 3,56139.2%Total Employees 8,723 9,055 9,074*Latest Chicago SMSA figures (1970) show thatwomen comprise 36.7 percent of the total workforce, Negroes, 15.9 percent, and total minority, 22.2percent.It is evident from the foregoing figures that avery substantial proportion of the University'semployees are women or minority group members. Further, as the following table indicates, theUniversity employs substantially more womenand minority group members in almost every jobcategory than is the general practice in the Chicago area. Table II shows a comparison of theemployment breakdown as reported on FormEEO-1 by the University in 1972 with similar statistics for the Chicago SMSA. The SMSA figuresshown in parentheses are for 1970; these are thelatest available.81TABLE II: Comparison of EmploymentBreakdown (in percentages) Women Negro MinorityFACULTY ACTIONSDuring the past year, 21 percent of the appointees at the levels of instructor and assistant professor (where affirmative action activities aremost feasible) were females, appointed in accordwith the customary criteria of academic excellence. It is of interest to note that in recent yearswomen received approximately 13 percent of allthe doctorates awarded in all fields in the UnitedStates.Several faculty appointments involving womenwere announced during the past academic year;these included:Appointment of a woman as Chairman of theDepartment of Sociology.Appointment, in the Division of the BiologicalSciences and The Pritzker School of Medicine, ofthree females as Assistant Professors and eightfemales as Instructors.Appointment, in the Division of the Humanities, of one female as Assistant Professor and twoas Instructors.Appointment of one female Instructor each inthe College, the Graduate School of Business, andthe Graduate School of Education.Appointment of one female Assistant Professor in the Division of the Social Sciences.Appointment in the School of Social ServiceAdministration of one female Assistant Professorand one Instructor.Minority group members were involved in thefollowing actions :Appointment of a minority male in the Divinity School to a named professorship.In the Division of the Biological Sciences and The Pritzker School of Medicine, appointment oftwo Assistant Professors and five Instructors.Appointment of one Instructor in the Divisionof the Physical Sciences.Appointment of two Assistant Professors andone Instructor in the School of Social ServiceAdministration.Mid- Year ReviewA mid-year review of the University's personnelpractices, academic and non-academic, was conducted in the months of November and December 1971. Particular attention was given torecruitment, promotion, and salary levels. Thespecial review was based on the data submitted toDHEW with the University's June 1971 report.Cases of apparent under-utilization of minorityor women employees (in relation to their academic and other qualifications) and of apparentsalary discrepancies between female or minorityemployees and males or whites were given carefulattention in regard to academic (and non-academic) staff.In addition to reviewing quantitative data, theOffice of the Vice-President for Programs andProjects and the Office of the Provost met withthe deans and chairmen of academic departmentsfor an in-depth review of the representation ofminority group members and women on the faculty, adequacy of procedures to recruit them, salaries, etc. A detailed record of the meetings wasprepared. As of June 1972, meetings had beenheld with the following departments and schools:AnatomyBiologyMicrobiologyMedicineObstetrics and GynecologyPhysiologyTheoretical BiologyArtClassical Languages and LiteraturesEnglishFar Eastern Languages and CivilizationsGermanic Languages and LiteraturesLinguisticsMusicNear Eastern Languages and CivilizationsPhilosophyRomance Languages and LiteraturesSlavic Languages and LiteraturesSouth Asian Languages and CivilizationsChemistryGeophysical SciencesMathematicsOfficials and ManagersProfessionalTechniciansSales WorkersOffice and ClericalCraftsmen (skilled)Operatives (semi-skilled)Laborers (unskilled)Service Workers 37.1 20.1 22.4(10.4) (3.1) (4.3)39.0 9.6 19.9(25.1) (3.2) (8.2)67.3 54.9 62.4(24.5) (9.3) (13.9)50.0 11.8 17.6(43.2) (7.4) (9.2)86.4 30.9 34.8(76.7) (12.5) (15.4)1.3 10.0 12.6(5.0) (10.3) (14.9)13.3 33.3 36.2(27.2) (24.3) (34.4)0.0 50.0 50.0(33.9) (33.3) (50.0)59.6 83.8 85.9(48.0) (32.8) (40.6)82PhysicsStatisticsAnthropologyEconomicsEducationGeographyHistoryHuman DevelopmentPolitical SciencePsychologySociologyUrban StudiesGraduate School of BusinessIndustrial Relations CenterCenter for Health Administration StudiesDivinity SchoolGraduate School of EducationLaw SchoolGraduate Library SchoolSchool of Social Service AdministrationIn the review of recruitment of faculty, itbecame clear that, while there were some similarities among the disciplines, there were also significant differences which make it impossible togeneralize about methods to be used to assurepositive action in providing equal employmentopportunity. The attempt of the University hasbeen to see to it that each department makes useof those special measures appropriate to it tobroaden the search for candidates for positions.The situation differs widely among the departments. For example, in the field of anesthesiology,there are many more jobs available thancandidates; and institutions must compete forpeople. In English there are more candidates thanjobs; nevertheless in English the Department hasgreatly widened its search at considerable cost.Largely in response to an announcement in theAssociation of Departments of English-ModernLanguage Association job placement publication,almost 500 applications were received, each oneof which was reviewed and acknowledged. Insome academic areas the nature of the disciplineis such that searches tend to be limited to candidates from the U.S.; in others the nature of theacademic discipline requires or makes much moreimportant a search of international scope.Further, the University frequently is not looking for a person to fill a particular "slot." Thusthere may be an opening for an assistant professor in the Humanities Division for which eachdepartment in the Division will make recommendations. The appointment will usually go to the most promising scholar, rather than someone ina particular academic area. On the other hand,there are times when the educational program ofthe University requires a search for a scholar withan expertise in a specialized area. Whether thesearch is of the broad or narrow variety, the University only makes appointments if there are available candidates of appropriate caliber. Several"vacancies" have remained unfilled for years,pending identification of a person with acceptablequalifications, and in the past the University haseliminated or merged departments when it becameapparent for one reason or another that scholarsof sufficiently high caliber could not be attracted.The mid-year review analyzed the requirements and opportunities of each of the departments. The specialized nature of particulardepartments had to be taken into account sincetitles may be misleading in respect to the actualarea of interest of a department and hence thetrue availability of quality appointees among females or minority-group members.Actions Arising from the Mid- Year ReviewIn the mid-year review the University has soughtto make sure that each department and school hasdeveloped and is continuing to develop thosemeans of searching for candidates which go beyond nondiscrimination into affirmative action sothat candidates from minority and other groupswho may meet the University's standard of academic requirement will be among those considered. One such method, for example, is that usedby the Department of Mathematics, which sent toapproximately 1 50 institutions posters to be usedon bulletin boards announcing its named instruc-torships. Twelve women were among the 194 applicants, and one woman and six men were offeredinstructorships.Presidential Policy StatementsTo effectuate the policy of broadening the sourcesfor academic recruitment, in December 1971 thePresident of the University issued a memorandum to Academic Deans and Department Chairmen 2. In this document he drew attention to thework of the Committee on Women and remindedrecipients of the University's policy not to discriminate in faculty appointments on the basis ofrace, creed, sex, or political attitude. Chairmenwere specifically asked to broaden the range ofdepartments and scholars at other institutionsfrom whom they seek recommendations of candidates for appointment. Chairmen were also urgedto discuss their experiences and problems with the83Committee on Women, and to seek that committee's advice on procedures to enhance the searchand appointment processes.In a year-end message to all employees (academic and non-academic) of the University3,President Levi again expressed the University'slong-standing policy against any form of discrimination in employment. The search for scholars ofexcellent quality was again emphasized. The rolesand responsibilities of the Provost, the Vice-President for Business and Finance, and the Vice-President for Programs and Projects were furtherdelineated and emphasized. Attention was drawnto committees appointed to advise the Provostand the Vice-President for Business and Financeon issues and instances of appointment inequitiesin academic and non-academic areas respectively.Announcements in Professional JournalsThe mid-year review has given rise to a continuing dialogue among the University administrativeofficers, deans, and department chairmen regarding the extent to which the University can andshould publicly announce the possible availabilityof academic appointment openings and encourageapplications for such openings. The outcome hasbeen implementation of the decision to pay forgeneral announcements in professional journalsand publications designed to notify scholars in allparts of the country of the University's interest inexamining the credentials of all persons whobelieve they may meet the University's standardsof quality. A copy of the general University announcement is reproduced below; variations ofthis are being utilized by individual departments."A number of appointments are made eachyear to the faculty of The University of Chicago.The opportunity to make appointments is subjectto overall budget levels for the University andother factors. While the requirements of particular academic units must be considered, the University does not, in general, have a fixed numberof faculty positions in the various departmentsand schools or in the College, where appointmentsare usually joint with some graduate area. Departments and the Professional Schools, and the College, are therefore involved in a continuous searchfor candidates possessing those qualities of intellect and training which indicate a strong potentialfor academic distinction and who may be considered for appointment. The University welcomesapplications from candidates who believe they candemonstrate these qualities. Applicants may writedirectly to a particular departmental chairman, or to the Deans of the Divisions (Humanities, SocialSciences, Physical Sciences, Biological Sciences),or to the Deans of the Professional Schools(Graduate School of Education, Divinity School,Graduate School of Business, Graduate LibrarySchool, Law School, The Pritzker School of Medicine, Social Service Administration), or to theDean of the College, or may write to the Provostof the University who will see to it that the communication is forwarded to the appropriate areaof the University."The departments are modifying this announcement or developing their own statements for usein journals which serve specific academic disciplines. For example, the Oriental Institute is placing an announcement in the Journal of NearEastern Studies which states that:". . . the Oriental Institute will make availablepost-doctoral research fellowships in its primaryfields of concentration: Near Eastern archaeology, cuneiform studies, and Egyptology. Fellows,who will be appointed for a term of one year(renewable for a second year), will participate inone of the research projects sponsored by the Institute either in Chicago or abroad. Further information and application forms may be obtainedby writing to the Director, Oriental Institute, 1 155East 58th St., Chicago, Illinois 60637, USA."The Oriental Institute has a continuing needfor men and women to fill faculty and staff positions in the fields of Near Eastern archeology,cuneiform studies, and Egyptology. Qualifiedcandidates are invited to submit detailed curriculavitae to the Director of the Oriental Institute (address above) ."The text of this announcement will also be sentto the pertinent departments of all universities inthe United States, Canada, and Western Europewhich offer graduate degrees in these subjects.Faculty Committee StatementsShils Committee: During the course of the pastyear, the Committee on the Criteria of AcademicAppointment issued a formal report 4. The Committee emphasized that the criteria for appointment should ". . . give preference above all toactual and prospective scholarly and scientific accomplishment of the highest order ..." The reportalso states that there should be no discriminationon the basis of: ". . . sex, ethnic or national characteristics, or political or religious beliefs or affiliations in any decision regarding appointment,promotion, or reappointment at any level of theacademic staff."84Reiner Committee: The Committee on Women 5spent much of its time in the past year focusingon recruitment of faculty and matters relating topart-time study and student aid. In the last twoareas opportunities for part-time study were explored and discussed, and financial aid figures andtheir impact on women students were collectedand analyzed.Considerations relating to the recruitment ofwomen faculty members occupied a high priorityposition in the work of the Committee. The Committee had access to and reviewed all materialssubmitted as part of the University's 1971 AnnualProgress Report to DHEW. Members met anddiscussed their program with women faculty members. A questionnaire to department chairmen anddeans of professional schools sought details onthe recruiting procedures used in the individualareas. The Committee also undertook the updating of some of the statistical information includedin the Neugarten Committee Report 6, particularlythe data on faculty women at the University.It is expected that the Committee will issue aformal report in the near future, and will continue its activities in the coming academic year.Special Year-End Review of Academic Areasand Preparation of Projections for 1973-74(June 1974)Projections of faculty size and composition as ofJune 1974 were prepared in the departments orcomparable units and reviewed by deans, in linewith the policy that departmental chairmen anddeans have base-line responsibility for affirmativeaction in their areas.An analysis of these projections was made, andspecific questions were directed to the academicunits involved. Questions were raised concerningprojections of promotions and increases in facultyunaccompanied by increases in minority grouprepresentation or representation of women. Information was requested concerning considerationgiven to the possibility of recruiting either womenor members of minority groups for new or attritedopenings. Particular attention was urged to bringing more candidates from such groups to the"hiring point," and information was requestedbearing on this.The chairmen of departments and deans of divisions and schools have taken part in a specialreview process of search and appointment procedures in the separate areas. It has been madeclear that this continuing review will proceed andfurther special appropriate procedures developedwhere necessary. The University believes that the actions described in this section will enhance and diversifythe faculty appointment process by broadeningthe search for scholars. It also constitutes positiveaction to ensure that in this process we continueour long-standing commitment and program toidentify and give thorough consideration to allcandidates for appointment who meet appropriatestandards, such as those enunciated by the Committee on the Criteria of Academic Appointment.AFFIRMATIVE ACTION ACTIVITIES INNON-ACADEMIC AREASBecause of the larger and more easily identifiablepool from which to recruit staff, the main actionin non-academic areas involves keeping non-academic department heads apprised of theUniversity's policies and procedures relating toaffirmative action.In the past year there have been several actionsinvolving the hiring of women in top-levelpositions:Business and Finance — Vice-President.Public Information Office— Editor* ; StaffWriter.Computation Center — Program Analysts (2);Senior Programmer* .Offices of Legal Counsel and Secretary of theBoard of Trustees — Attorney.Hospitals and Clinics — Director, InpatientUnit Management; Programmer, InformationSystems.Surgery — Senior Research Technician*; Senior Programmer*.Similarly, promotions of the following womenwere made:Development — Assistant Vice-President.University Press — Assistant Director, Journals.Center for Continuing Education — ChiefAccountant.The following top-level or unusual positionswere filled with minority-group males:Hospitals and Clinics — Staff Pharmacist.Plant Department — Journeyman Electricians(2).Real Estate Operations — Journeyman Painter.Similarly, promotions of minority males weremade as follows :Security Department — Sergeants (2);Lieutenant.Printing Department — Printing TradesForeman.* Minority group member85Biological Sciences Division — Administrator,Professional Fees Office; Administrator, Wood-lawn Child Health Center.Food Services— Unit Food Supervisor, Hutchinson Commons.Mid- Year ReviewIt was mentioned in an earlier section thatmeetings were also held with the heads of mostnon-academic units, and meetings will be scheduled with the remaining department heads in thenear future. The Office of the Vice-President forPrograms and Projects and the Office of the Vice-President for Business and Finance participatedin these meetings. Questions relating to representation, salary, and recruitment were posed; andwritten responses were received.As a prelude to the separate meetings with thedepartment heads, a meeting was held at whichthey were all present. Views on the problems relating to EEO and possible solutions were exchanged. As of June 1972, meetings had beenheld with:Office of the Vice-President for DevelopmentOffice of the Vice-President for Programs andProjectsOffice of the Vice-President for Public AffairsOffice of the TreasurerOffice of the ComptrollerComputation CenterPhysical Planning and ConstructionPurchasing and Auxiliary ServicesPlant OperationsResidence Halls and CommonsOther ActionsThe training programs in the Hospitals andClinics have been continued 7.Participation in the Neighborhood Youth CorpsProgram and the National Summer Youth SportsProgram continues.University (or University-affiliated) organizations have opened accounts in three minoritybanks.The dollar volume of goods and services purchased from minority suppliers in 1971 showeda 131 percent increase over the 1970 figure. Although the total of over $750,000 still representsonly a small portion of the total purchases ofgoods and services, this is a new and growingprogram.In his memo to all staff in December 1971,President Levi indicated that he had asked for theestablishment of a University-wide committee toadvise the Vice-President for Business and Finance on issues and instances of alleged discrimination involving non-academic staff. Thiscommittee is intended to be available to supplement procedures now in effect, and can be convened whenever necessary.Procedures are being developed for the postingof job vacancies for those non-academic openingsfor which this is not already done.A complete review of the University's Administrative Policy Manual is being undertaken witha view to identifying policies, or policy statements, which could be construed as beingdiscriminatory.Discussions are being held with the University'sinsurance carriers, and with other experts concerned with fringe benefit programs, to determinewhat changes, if any, are needed in current plans.CONCLUSIONEvery effort has been made to keep employeesaware of the developments and actions beingtaken affecting affirmative action. In addition tothe meetings and memoranda mentioned earlierin this report, a comprehensive review of activitieswas made during 1971 (in the form of a memorandum to the President from the Vice-Presidentfor Programs and Projects) 8.The details provided in this report represent anindication of the more significant actions takenin the area of equal employment opportunity inthe past twelve months. The University's positiveaction program to reinforce its long-standingcommitment to avoid all forms of discriminationin employment is a continuing program of education and learning. We believe that the policiesand procedures which are evolving under thecurrent arrangement for the development andmonitoring of the program provide for its effectiveimplementation.1The data provided to the Department ofHealth, Education and Welfare provided salaryinformation which is considered confidential, although it did not identify individuals by name.These data are not reproduced here since personswithin or knowledgeable of an employment unitof the University might be able to deduce thesalary of colleagues from the statistical information submitted.2See The University of Chicago Record, Volume VI, No. 1, January 31, 1972, page 4.863Ibid, page 3.4The December 17, 1970, issue of the Record,Volume IV, No. 6, contains the report.5See Record, Volume V, No. 3, February 18,1972, page 61, for list of members.6Report of the Committee on University Women, Attachment II to Second Annual Report of Progress and Staff Projections under the EEOAffirmative Action Program, submitted toDHEW, June 1971.7See Office of Public Information press release#72-197, April 27, 1972.8Published in the Record, Volume VI, No. 1,January 31, 1972.87THE UNIVERSITY OF CHICAGO RECORDOFFICE OF THE VICE PRESIDENT FOR PUBLIC AFFAIRSRoom 200, Administration Building3W3mhiH*:oO33n>59aooo0WONOONo z"D x om £ c 3JJ o JP= CD W " OPOSTAAIDiO,ILLITNO.: O(32.2 Z 0¦^ O m¦^ ? oCO 3