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statistics, Mr. Douglas outlined the current status of the representation of minorities and women in Smithsonian employment.  He described corrective actions now being taken by management to increase such representation, particularly in the upper grades at the Institution, and he spoke about the long term benefits of both the upward mobility and cooperative education programs.  Mr. Douglas also explained the Institution's equal opportunity complaint system which has satisfied most complaints before they become formal grievances.

Mr. Toy discussed the implementation of more aggressive recruiting and the training and performance appraisals for supervisors and managers, all factors which should lead to improvements in the Institution's equal opportunity status.  Mr. Dierker described the few legal cases now pending and noted that the Institution's legal position will be considerably strengthened if it increases the representation of minorities and women in the coming hear.  Mr. Hughes alluded to the implications of under-representation for Congressional and public relations, and urged that equal opportunity be a higher priority at every level, even for the Regents themselves.

Because of its concern and interest in the Smithsonian's equal opportunity posture, the Board of Regents asked the Audit and Review Committee to review this matter.  Throughout its discussion the Committee kept in mind the statistics of representation of minorities and women particularly in the upper grades of