The only examination required of applicants are typing tests; they are administered without regard for race, sex, age, color, religion, political affiliation, national origin or ancestry.
XII. INVENTORY OF UNIVERSITY EFFORTS IN EQUAL OPPORTUNITY
1) MA-5 Training Program--In March of 1970, Harvard received a subsequently implemented Manpower Act V Contract from the Labor Department. Ms. Vivian Ingersoll is the Program Director. The Program provides for the training of new employees in entry-level jobs.
Option B of the Contract provides for the up-grading of 23 present employees. Trainees receive instruction in English and Mathematics, on-the-job training, typing lessons and counselling.
2) Apprentice Program--The Apprenticeship Program in skilled trades is administered by a joint Management-Union Committee; the provisions of this program were negotiated in December 1969 through a collective bargaining agreement.
The program, operated through the Department of Buildings and Grounds currently has 50 apprentices and 2 mechanic trainees. Twenty-two of these participants are Minority employees.
3) Summer Youth Employment Programs--The University was involved in two programs this past Summer. Twenty-two Cambridge youths, 50 per cent of whom are of Minority background, worked at the University during June, July and August. The program was underwritten by the University.
The Cambridge Economic Opportunity Council coordinated the Federally financed Youth Corps project. Twenty Cambridge youths worked at Harvard for half-day sessions and participated in typing courses during the afternoon at another location. Twenty-five per cent of this group were from Minority groups.
4) Instruction in English--Harvard began a program last Spring, under the direction of Mr. Lloyd David, to employ non-English speaking Puerto-Ricans in the Departments of Buildings and Grounds and Food Services, and to provide daily instruction in English.
5) Upward Bound--Harvard Upward Bound staff has as its goals to be of assistance to students enabling them to graduate from high school and to provide support in the application process for post-secondary schools.
The most important aspect of this program has been the academic year follow-up, which reinforces the more dynamic programs of the Summer sessions. The follow-up phase in-
Selection for and participation in University employment is without regard to race, age, sex, color, religion, political affiliation, national origin or ancestry. volves placement of seniors, tutoring and topical seminars.
6) Participation of Women in Teaching & Administration-- Two committees to explore ways of increasing women's participation in teaching and administrative capacities began their work last Spring. One committee is from the Graduate School of Education; the other from the Faculty of Arts and Sciences.
The charge to both committees has been to review existing policies and to make recommendations for such alterations as necessary to increase the role of women in all aspects of employment within the University. Public hearings began October 23. Final reports and recommendations from both committees are expected later this year.
7) EEO Construction Offices and Construction Contracts-- In December of 1969, Harvard appointed Clifford L. Alexander, Jr. as Consultant to the Corporation for Equal Employment Opportunity. As a result of his efforts, contracts were negotiated with clauses assuring equal employment opportunities for minority workers.
