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Mr. Jameson noted that while the Smithsonian full-time workforce numbers about 4,000 workers and is comprised of approximately one third minority (mostly Black) and one third women, the report focuses on professional and administrative categories of employment as areas with significant under-representation and the greatest difficulty within the affirmative action process, particularly in the higher grades of employment. A significant obstacle to improved representation, the traditional low turnover of employment opportunities at the Smithsonian, has been heightened by a variety of government-wide hiring freezes over the last several years. Nonetheless some improvement has recently been made in hiring and promotions of minorities and women in relation to prior years' statistics, though the Institution's achievements still lag behind nation-wide statistics. Mr. Jameson also outlined measures being taken toward further improvement, including strengthened recruitment efforts and the development of academic opportunities and network contacts. 

Mr. Acheson expressed Senator Jackson's concern about the continuing problems facing the Smithsonian's equal opportunity program, which concern was echoed by all present. Judge Higginbotham commended the staff for its thorough presentation of statistics and analyses and noted that the improvements in the first half of fiscal year 1982 deserve careful analysis to be sure the poorer results in the previous years do not reappear. In addition, the Judge drew attention to specific occupation categories including social science, library science/archives, and education where the Institution's minority representation is poor and where there may be qualified candidates in the workforce, suggesting that these areas be examined. The Committee discussion centered around reasons for continuing difficulties and acknowledged that the refined recruiting techniques, the proper orientation of internship and fellowship programs, and the further development of