VOLUME 1 List of Standard Metropolitan Statistical Areas Job Patterns of Minorities and Women in 1967 States - Minority Group Employment by Occupation and Sex Industries - Minority Group Employment by Occupation and Sex VOLUME 2 Standard Metropolitan Statistical Areas Minority Group Employment by Occupation and Sex for Selected Industries 1-889 This is the second time the Equal Employment Opportunity Commission has published detailed information on the employment patterns of minority groups and women. The Commission has for several years participated with the Office of Federal Contract Compliance and Plans for Progress in a joint reporting program through which many tens of thousands of employers record and submit data on the occupational distribution of minorities in their workforces. The unique value of these figures was anticipated in the earliest days of the Commission's formation, and there has been a continuing determination to make the data available to academic researchers, Federal, state, and local governments, private programs, and perhaps most importantly to the general public. A number of socio-economic studies have been built on these figures and the research yield has measured and documented the power and pervasiveness of the exclusionary practices that have so gravely crippled America's humanity to her own people. Government agencies at all levels have used the data as a tool to increase the effectiveness of their efforts to pinpoint and deal with problem areas. The Commission receives thousands of requests for information on minority employment from students, local action groups, newspapers, and interested private citizens. This heartening level of demonstrated concern confirms the importance of setting before the American people a comprehensive and accurately detailed benchmark against which ideas on the status of minority employment can be tested and beyond which our progress can be measured. This book then is a basic reference source which challenges us to make this enumeration a document of a passing age and points us to an age when such enumerations will be unnecessary. William H. Brown III Equal Employment Opportunity Commission. In early 1967, the Equal Employment Opportunity Commission, in cooperation with the Office of Federal Contract Compliance and the Plans for Progress Program, through their Joint Reporting Committee, obtained 145,000 reports from 45,000 employers in the United States concerning the employment status of 28 million workers. These reports have provided the basis for the aggregate statistics published in these volumes.* These employers supplied statistics by reporting unit of total employment, male and female, and employment of Negroes, Orientals, American Indians and Spanish Surnamed Americans, male and female, in nine standard occupational categories: officials and managers, professionals, technicians, sales workers, office and clerical, craftsmen, operatives, laborers and service workers. Employers generally used the visual survey or "head-count" method of obtaining the information needed to classify their employees. Reports were filed on Employer Information Report EEO-1 (Standard Form 100). A facsimile of the report and of the accompanying instructions appear at pages xiii ff. The reports reflect employment during any one payroll period from December 1966 through March 1967. Filing of the reports was required of employers with 100 or more employees who were covered under Title VII, Civil Rights Act of 1964. The reporting requirement is pursuant to Section 709(c) of Title VII and Section 1062.7, Chapter XIV, Title 29, Code of Federal Regulations. Reports were also required to be filed by federal Government contractors and subcontractors with 50 or more employees under Executive Order 11246. ACCURACY OF THE REPORTS AS SUBMITTED It must be understood by all users of EEO-1 data that the EEO-1 reporting program, like the income tax, is a self-assessment system. The employer is "on his honor" to make his best judgment in identifying his employees, and in classifying them within the nine job categories; only willfully false statements are punishable by law. Anthropological precision is not expected in racial or ethnic identification, and direct inquires are discouraged. Moreover, job classifications throughout American business and industry are not uniform. The nine broad categories used on the EEO-1 form do not reflect differential treatment, in compensation or otherwise, of minority groups and women within the myriad occupational classes comprising each of the nine categories. To achieve greater precision would have imposed an enormous burden upon the respondent employers, and would have *Publication of information from individual employer reports is prohibited by law. (Sec. 709(e), Title VII, Civil Rights Act of 1964.) |