V. PROBLEM AREAS

Harvard University's policy of non-discrimination has not meant a significant increase in the minority representation among its employees. Recently developed audit procedures show an underutilization of minority and female personnel in many areas of University employment.

Lack of minority representation is most readily identifiable in the categories of Craftsmen; Teaching personnel, especially tenured faculty; and administrative officials and managers at the policy-making level.

The absence of women among the teaching faculties is also pointed up in the recent audit of University employment performance.

A. Personnel Procedures

1) Until very recently, the University had not developed a system that would record and monitor the sources, numbers, and rejection rates of minority persons who applied at the Central Personnel Office. As such, the University had no reliable means of making a proper analysis of its minority recruitment needs; could not routinely monitor the hiring practices of the department within the University, and had no systematic means of inquiring into reasons for rejection of minority applicants or terminations.

2) A University-wide Salary and Wage Analysis was instituted in September 1969 and the expected completion-implementation date is June 30, 1971. Until the present, there was no comprehensive wage schedule in use, and this gave rise to wage discrepancies for the same work done in different areas of the University. In addition, the Salary and Wage Analysis program has regularized the job specifications and requirements which will eliminate the unevenness of work experience and-or education among persons with the same job and salary classification.

B. Minority Representation in Academic Positions

Harvard University has only a small representation of minority group persons in academic positions. This situation is due, in part, to the lack of vigorous recruiting efforts to locate minorities, as well as the lack of an effective equal employment opportunity monitoring program.

C. Women in Academic Positions

There are many areas of the University that have no, or very few women in academic positions.

Instances of lower compensation for women among the faculties, cited by HEW, are still being investigated. Our amended affirmative action plan will incorporate the findings at the conclusion of the investigation.

In the meantime, a number of actions and policies have been undertaken to seek out and employ more women in the academic ranks, as well as to increase participation by women on committees which involve recruitment and selection of academicians. Moreover, steps have been taken to increase the participation by women on policy-making committees and the committees which deal with the treatment of both academic and non-academic employees.

VI. ISSUES RAISED IN HEW LETTER OF DECEMBER 31, 1970

1. Improve ratio of female employment in academic positions.