WHILE these statistics may point toward a conclusion, they are still somewhat short of the final evidence needed. Even though one could probably find similar statistics for university faculties, for example, it would be hard to argue that they were not frantically looking for black members. So the final step is looking behind the charts of Middle South to catch some glimpse of the company's real intent.
This is the area where Middle South makes its strongest case. Unlike many other large companies, Middle South has been careful to take frequent public note of its equal employment duties. In its annual reports, the company sandwiched pictures of black chemists between statements of intent. At the end of 1968, for instance, the report said, "The system companies have engaged in numerous programs to assist the minority races in their service area and to provide employment to all such persons."
As examples of help provided such persons, the report lists "sponsoring on-the-job training to upgrade skills, providing scholarships, actively recruiting personnel from Negro colleges, making financial contributions for programs in low-income areas," and others. Middle South officials-at least when talking to reporters-stress the same commitment.
One hates to become cynical about every corporate pronouncement, but there are strong pressures in that direction. Despite the company's pledges of good faith, the EEOC reports that Middle South has failed several times to come through with reports or plans requested by the commission.
A far more blatant example of the gap between talk and action came in Mississippi. After C. E. Jones, the personel director for Mississippi Power and Light, reported that his company was trying hard to recruit graduates of black colleges, several blacks at local schools confirmed his story. But there was a catch: the only jobs the blacks were offered-after graduating with degrees in economics or business-were the same typist jobs that white high school girls filled. Coupled with the absence of any signs of progress, these lapses score heavily against the company.
WHERE all this leaves Harvard is perhaps hardest to tell. This University, with its small (less than five per cent) share of Middle South stock, is not going to remake Mississippi P and L overnight. But it would be helpful, as a first step, if those connected with the investment would stop pretending that the company is in a fine state of racial health.
Harvard should also realize the power that it-with other universities-has to improve the utilities' records. Middle South points out that many other universities own blocks of its stock; and company spokesmen do not conceal their pride that The Treasurer of Harvard University sits on their board. The combination of these fiscal and intangible bargaining tools should be enough to lift Middle South at least to a more respectable position among the utilities.
At the same time, Harvard should be thinking about the $157 million it has invested in other utility companies across the country. These are the same companies that have built up "the worst equal employment record... in America." Harvard and the hundreds of other universities that invest cannot be blamed for liking the steady utility income, but they cannot keep their eyes shut to the sources of the income-and the beneficial pressure they might exert.