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A primary objective of the affirmative action process is to correct the underrepresentation of a protected class in the work force.  This is accomplished as each race/sex group approaches the percentage of its availability in a relevant work force.  Based on its sphere of recruitment, the Institution uses the (national) Civilian Labor Force (CLF) as the standard for professional occupations and the (local) Standard Metropolitan Statistical Area (SMSA) as a standard for administrative and other occupations.

There are several apparent trends in the correction of underrepresentation.  In the Professional occupations, between FY 1980 and 1982, minority women experienced the greatest increase in representation from 1.8% to 2.6%, bringing them closer to parity (3.6%).  During this same period minority men showed a slight increase from 4.3% in 1980 to 4.5% in 1981 and 1982.  In contrast, non-minority women, after a slight increase from 21.4% in 1980 to 21.6% in 1981, decreased to 21.2% in 1982.

Professional Occupations  | FY 1980  |  FY 1982 | FY 1982 | CLF

Non-Min. Male  |  72.5  |  71.6  |  71.7  | 66.7
Non-Min. Female |  21.4  |  21.6  | 21.2  |  24.4
Minority Male  |  4.3  | 4.5  |  4.5  |  6.4
Minority Female  |  1.8  | 2.2  |  2.6  | 3.6

Of the two groups requiring affirmative action within the Administrative occupations, minority men have shown the most progress.  Over the last three years, minority men have made consistent gains in overall representation increasing from 7.2% in FY 1980 to 7.3% in 1981 and 8.4% in 1982.  In contrast, the representation of minority women has