Oversight Hearings on Federal Enforcement of Equal Employment Opportunity Laws: Hearings Before the Subcommittee on Equal Opportunities of the Committee on Education and Labor, House of Representatives, Ninety-fourth Congress, First Session ....
United States. Congress. House. Committee on Education and Labor. Subcommittee on Equal Opportunities
U.S. Government Printing Office, 1975 - Discrimination in employment
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Administration affirmative action agencies American applicants banks believe Buchanan Chairman charges Civil Rights Civil Service Commission committee complaint compliance concerned consent decrees continue Coordinator court deal Department Director discrimination EEOC effect efforts Employed employees enforcement Equal Employment Opportunity Examining example Executive fact Federal Government filed force going grade groups guidelines Hawkins hearings higher hiring Hispanic IMAGE implementation increase indicated individual industry institutions interest issue Labor lack look major Management meeting ment minority Office organization PACE percent persons plans positions practices present President problem procedures Program proposed question recommendations record Regional Representative require responsibility selection Social Security Administration Spanish Speaking Spanish surnamed specific staff standards statement testimony Thank things tion Title VII United validity Veterans Wage women
Page 147 - ... to do nothing is to be nothing; to do little is to be little. The equations are implacable and blunt, and ruthlessly public. For the Negro American it is already, and will continue to be, the master problem. It is the measure of white bona fides. It is the measure of Negro competence, and also of the competence of American society. Most importantly, the linkage between problems of employment and the range of social pathology that afflicts the Negro community is unmistakable. Employment not only...
Page 309 - Under the equal opportunity clause contained in section 202 of Executive Order 11246, as amended, employers are prohibited from discriminating against employees or applicants for employment because of religion or national origin, and must take affirmative action to insure that applicants are employed, and that employees are treated during employment, without regard to their religion or national origin. Such action includes, but is not limited to the following: Employment, upgrading, demotion, or...
Page 281 - Advisory Committee on the Arts of the John F. Kennedy Center for the Performing Arts.
Page 115 - ... budget, and operation of our state government. With the aid of an able group of assistants, I have probed deeply into the workings of our governmental machinery. I have personally interviewed most of our 108 state departments and commissions. The task has been a big one and the time has been short. I do not pretend to know all the answers. But I do know this: If we are going to make our Connecticut state government really efficient, we have a big job ahead of us. Our long overdue effort to modernize...
Page 147 - The capacity to obtain and hold a "good job" is the traditional test of participation in American society. Steady employment with adequate compensation provides both purchasing power and social status. It develops the capabilities, confidence, and self-esteem an individual needs to be a responsible citizen and provides a basis for a stable family life.
Page 309 - Order 11375 for the promotion and insuring of equal opportunities for all persons employed or seeking employment with Government contractors and subcontractors or with contractors and subcontractors performing under federally assisted construction contracts, without regard to sex. Experience has indicated that special problems related to the implementation of Executive Order 11375 require a definitive treatment beyond the terms of the order itself.
Page 297 - Members of various religious and ethnic groups, primarily but not exclusively of Eastern, Middle, and Southern European ancestry, such as Jews, Catholics, Italians, Greeks, and Slavic groups, continue to be excluded from executive, middle-management, and other job levels because of discrimination based upon their religion and/or national origin.
Page 36 - ... and to every manager in the Federal Government to assure that employees, without regard to their race, national origin or sex, have an opportunity for advancement in accordance with individual abilities. Moreover, men and women of all racial and ethnic backgrounds must be assured a fair opportunity to serve in positions where they can make a maximum contribution and participate in the decision-making process.