EEO IN THE OFFICE OF FINANCE

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80B01086A000900230007-2
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 3
• Document Creation Date: December 12, 2016
• Document Release Date: November 20, 2001
• Sequence Number: 7
• Publication Date: December 18, 1970
• Content Type: MF

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;EMORANDUM FOR' Executive Director-Comptroller
THRCUiai-t. Inspector :general
SUOJECT, EEO in the Office of Finance
18 December P'--;70
1. The inquiry you requested, Into the equality of employment
opportunities for women in the Office of Finance, is now complete.
'jajor findings are given herewith. I will provide the Director of
Finance with further details.
2. The evidence, including interviews with 43 of the 100 women in
grades CS-7 and above, supports the claim that in the past women were not
considered for promotion and assignment opportunities as were men, espe-
cially at the 05--9 level and above. There is evidence which supports the
charge, that some women were denied positions or promotions at these levels,
or received them after long delays. in fairness it must also he said that
a large body of women who entered the Agency with little more than a high
school education were given unusual opportunities to achieve grades of
CS--- l to GS?-3 and even GS-9 under the old system.
3. After the IG Survey Report in November 1'67, new policies and
oractices were adopted in a complete overhaul of the Office of Finance's
personnel management system. As a consequence, many but not all of the
causes leading to unequal treatment in the SF Career Service have been
corrected. It has of course not been possible to make retroactive im-
provements in the status of women or to rectify all of the alleged mistakes
of the past.
4. Six cases came to my attention which appear to require further
serious consideration for advancement with regard to positions and/or
grades. Four of these are now being reviewed, and there is every reason
to believe that the decisions will be in accord with objective findings.
The other two appear to me to be cases which need attention. One is the
Alex of other
fads including assignment opportunities
- =,uu au-:1z:- erreczs upon promotion
The other centers on the rejection of
nenoation for promotion by the C/Finance but also involves a com-
I am asking that both of these cases be reviewed in
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1: i believe that thr Director of the i=ffier_ of Finance > i i 1 have to
continue to give special attention to (_terstennel manaiq rnent for some time to
come. P=eg;; personnel practices have perforce been superimposed upon a popu-
lation which retains personnel with restricted capa>>ilitiw-:s and supervisors
with habits of mind which effectively limited the consideration of women
for advancement in the past. Despite the record cif real improvement in the
T.'osition of women through promotion, Sl's, and training, this achievement
to .; degree been offset by a cootinuintw atmosphere of distrust. With.An
t o l a s t two years the advance=ment of some, women has been accompanied by
v i 1 l e signs of efforts on their own behalf --actions believed to ter: unne.-
cess 3ry for men to advance thee i r positions. There have been cases in which
:ier are believed to have been promoted or given assignments at the expense
of women or in which women in comparable situations have not `becn similarly
=edvonced. There appears to be sufficient truth in a number of these con-
tenticons, -iow.,,rever few, to be a cause of concern. The claims are given
additional credence by general discriminatory statements attributed to
officers in supervisory positions, again within the last few years, which
are ;:,rejudiciai to opportunities for women.
C. recent exposure to the institution of Equal Employment Oppor-
tunity, while outside the scope of this inquiry, is germane to the situa-
tion in the Office of Finance, as well as to other parts of the Agency. I
shill, therefore, comment very briefly on it. There Is !pressure to bring
comilaints on the p: rounds of discrimination. Thera: is some irrationality
horn of emotion or frustration, and an inability to maintain a perspective
ww,!ith regard to what constitutes valid qu::lifications. There also appears
to be a tendency to place the burden upon the defendant (the Agency) to
prove that there has not been discrimination, and this is difficult.
Cases are `ha sed more and more upon circumstantial evidence. ~' i von this
climate, the Office of Finance could be faced with charges of discriminaA
tion kshich could have a chance of some degree of success. The conditions
,high make this a possibility today will persist for some time in the
rrofile of grades, positions, and movement within the SF career population.
The situation can be alleviated only by givir.o equally persistent atten?
tion to the merits of individuals qua individuals in all personnel actions,
and this will depend, to an unusual degree for the next few years, u,fon
the persons who are the senior administrative officials of ve Office.
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