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AFFIRMATIVE ACTION AND OTHER PROGRAM INITIATIVES

The overall size of total work force increased slightly over the past three fiscal years with representation of minorities and women showing some uneven small improvements. In grades 13 and above, there were small gradual irregular increases at the lower ranges for both minorities and women. Solid achievements for disabled persons and disabled veterans were registered. 

As regards direct and indirect recruitment sources, many solid gains were made. The Affirmative Action Committee made a series of positive recommendations to the Secretary which are under consideration, while the Federal Equal Opportunity Recruitment Program served to focus recruitment attention on groups targeted for special priorities by the Office of Equal Opportunity. Other programs such as Career Awareness, Minority Intern, and Native American Museums, to mention a few, continued to exhibit solid achievement in developing awareness and sensitivity with minorities and minority groups. 

CONCLUSIONS

During fiscal year 1987, throughout the Smithsonian Institution, individuals in key management and policy making positions continued to increase the attention paid to equal opportunity activities. The summary of progress and problems presented here indicates the steady vigilence is required to maintain and improve the modest gains, especially in those areas which are under their direct control. 

• The participation of diverse racial/ethnic groups in top and key management structures needs to be emphasized. 

• Recruiting of both minorities and women in research and curatorial occupations needs to be actively pursued.
 
• Communications between supervisors and employees with respect to job assignments, performance standards, and prospects for promotion needs to be improved to avoid complaints.