3. Eq 2:2 Em 7/3 FINAL REPORT Toward Fair Employment and the EEOC: PREFACE The passage of Title VII of the Civil Rights Act of 1964 marked this nation's formal concern for equality of employment opportunity without regard to race, religion, sex, or national origin. In this report the major findings of a study are presented which originated with the interest of the U.S. Equal Employment Opportunity Commission in assessing the economic impact of Title VII compliance activities on employment opportunities of minority groups and women. In the emotional discussion of economic disadvantages of these groups it is too often assumed that their disadvantage can be effectively fought by merely denouncing bigotry of employers and calling for more legislation: the important enemies are not the crude bigots, however. Discrimination The in employment is perpetuated by elements of oppression within an economic, social, and political system which must be understood as a system. present study illustrates this through its conclusions about the limits of fair employment legislation as a means to equal employment opportunity. A great many people made important contributions to this report. The U.S. Equal Employment Opportunity Commission not only financed the underlying research, but Malcolm H. Liggett of its Office of Research, and other members of its staff, gave active encouragement and sound advice at all stages of the study. A special debt of gratitude is owed Virgil L. Christian of the University of Kentucky who read an early draft of the manuscript and made numerous substantive editorial suggestions for its improvement. Appreciation is also expressed to Ray Marshall of the University of Texas who first suggested to me the study of minority employment. This study could not have been completed successfully without the co-operation of a number of employers involved in Title VII compliance activities. Their generous contribution is herein acknowledged. Finally, I am grateful to Dorotha Gilbert and Kandis Bell of the Center for Human The Center for Human Resource Research Columbus, Ohio iii Arvil V. Adams |