Harvard University recognizes that women are underrepresented in academic positions and commits itself to hiring additional women for such positions. As mentioned below, the complete picture re: Corporation Appointment-level needs will not become clear until later this Spring. The presence of committees to advise on the increased utilization of women in a number of the faculties should result in a number of recommendations that will facilitate the implementation of this University policy. The specific actions projected for the next twelve months are included in the individual faculty tables which are attached.

A significant corollary action in some faculties is the concerted attempt to recruit advanced degree female candidates in order to increase the population of women in that particular discipline or profession.

2. Female Participation and Employment in Ph.D. Programs.

Harvard University does not have admissions policies and practices which result in the discriminatory treatment of women. We, too, feel that to construe employment opportunity within some Ph.D. programs as being within the meaning of the Executive Orders does raise certain policy questions. Not the least of these is whether the significant criterion for admissions is the proportion or percentage of the applicant pool by sex.

Harvard University agrees to respond to the policy position articulated by the Secretary and any further findings applicable to Harvard.

3. Increase the participation of women on committees which involve the recruitment and selection of academicians, etc.

As already noted, women have been placed on such committees, with a University commitment to appoint women to additional committees as their number increases among the faculties. Among the specifics are:

a. Appointment of women to search committees for tenured positions.

b. Insure involvement of women in selection process of non-tenured positions.

c. Report to Dean of all applicants considered, as well as specific reasons why any women considered were not finally selected, if that be the case.

d. Review of all employees to eliminate any salary and-or promotional inequalities which might exist as a result of sex.

e. Appointment of women to policy-making committees.

f. Appointment of women to committees that deal with academic and non-academic employees.

4. Achieve salary equality between current male and female employees in every job category.

We have already made mention of the University-wide salary program which was implemented in the Fall of 1969. This program will assure that Harvard employees doing comparable work are paid within the same appropriate salary range.