AFFIRMATIVE ACTION DIVISION

 

On April 2, 1973, Governor Ray signed into law Executive Order No. 15. The order prohibits discrimination on the basis of age, sex, disability (mental and physical), race, color, creed, religion and national origin in the business of operating the state government. Although the order impacts directly on state government, it has a tipple effect throughout the private sector as well. The ripple affects any person or business who needs a license issued by the state and any business or person who contracts with the state in any way. The Executive Order invests the Civil Rights Commission with the authority and the responsibility to implement its provisions. Within the agency the person administering the order during FY-77 and FY-78 was the Affirmative Action Director, Ms. Maude White.

Ms. White is from Perry, northwest of Des Moines in central Iowa. She has been active in various levels of government service most of her life. While living in California she worked as a Division Supervisor in the state employment service there. And in the early sixties she traveled as part of a U. S. State Department delegation to view conditions in Africa. Upon returning to Des Moines she worked in the Iowa State Employment Service and the Office for Programming and Planning. She obtained a master's degree in sociology from Drake University before becoming Affirmative Action Director at the Civil Rights Commission in 1973. Ms. White left April 7, 1978 and the position is vacant as of this writing (August, 1978).

The work of the Affirmative Action Director stems directly from the provisions of Executive Order No. 15. In brief, the order requires:

1. That the State of Iowa should serve as a "model" with respect to non-discrimination.

2. The employees of state agencies shall be selected, assigned and promoted on the basis of merit alone.

3. That state agencies responsible to the Governor shall promulgate written Affirmative Action programs.

4. That the state employment service shall not fill discriminatory job orders, and further, shall refer such to the Civil Rights Commission for action.

5. That state educational programs shall be provided on an equal basis.

6. State services and facilities are to be extended on a non-discriminatory basis.

7. State licensing authorities shall take into account any violations of non-discrimination regulations when licenses are being issued or renewed.

8. State contractors are to be required to have written affirmative action programs on file.

9. AD state agencies are required to report to the Civil Rights Commission.

Prior to her leaving, Ms. White was instrumental in creating a more effective network of communication among equal employment opportunity officers of various state agencies. Ms. White conducted meetings of these officers at least quarterly. The purpose of these meetings was to troubleshoot on recruitment and other staffing problems EEO officers were having. In addition, the group received presentations from a variety of speakers and other training opportunities.

Ms. White provided technical assistance regarding affirmative action programs to state officials as well as private businesses which contracted with the state. Personnel from local governments could also obtain information and assistance upon request.

Gary Martin

Although the position was vacant at the end of the fiscal year, the agency temporarily hired Mr. Gary Martin to complete the Annual Affirmative Action Report for State Government. The following pages contain summary data taken from that report.

Employment of Women

In Iowa State Government

Agencies (FY 76-77)

Full-time Employees Male % Female %
Job Category        
Officials/Administrators 501 83.1 102 16.9
Professionals 2954 64.8 1607 35.2
Technicians 1865 75.1 620 24.9
Protective Service 1223 95.6 57 4.4
Para-Professionals 1034 30.1 2403 69.9
Office/Clerical 684 16.5 3465 83.5
Skilled Craft 1017 87.1 151 12.9
Service/Maintenance 1703 78.2 476 21.8
Total 10,976 55.3 8879 44.7

 

STATE AGENCY: IOWA STATE GOVERNMENT EMPLOYMENT FORCE

TABLE NO. 1 - Staff Composition by Race and Sex/Full Time Employees

Job Category White Male Black Male Hisp. Male Asian/Pac. Isl. Male Am. Ind./Alask. Male White Female Black Female Hisp. Female Asian/Pac. Isl. Female Am. Ind./Alask. Female TOTAL % Black % Hisp. % Other Minor. % Female W % Female M
Officials/Admin. 494 5 2     100 2       603 1.2 .3 16.6 .3
Professionals 2867 34 20 28 5 1556 31 7 10 3 4561 1.4 .6 1.0 34.1 1.1
Technicians 1844 13 3 3 2 603 12 2 3   2485 1.0 .2 .3 24.3 .7
Protective Serv. Workers 1195 17 6   5 56 1       1280 1.4 .5 .4 4.4 .1
Para-Professionals 1007 15 7 3 2 2333 60 6 2 2 3437 2.2 .4 .3 67.9 2.0
Office Clerical 667 13 3 1   3384 57 12 6 6 4149 1.7 .4 .3 81.6 2.0
Skilled Craft Workers 1013 3 1     145 3 2   1 1168 .5 .3 .1 12.4 .5
Serv./Maintenance 1658 36 5 2 2 459 14   2 1 2179 2.3 .2 .3 21.1 .8
TOTAL 10,745 136 47 37 16 8636 180 29 23 13 19,862 1.6 .4 .5 43.5 1.2

STATE AGENCY: IOWA STATE GOVERNMENT EMPLOYMENT FORCE

TABLE NO. 2 - Salary Levels by Race and Sex/Full Time Employees

Salary Levels White Male Black Male Hisp. Male Asian/Pac. Isl. Male Am. Ind./Alask. Male White Female Black Female Hisp. Female Asian/Pac. Isl. Female Am. Ind./Alask. Female TOTAL % Black % Hisp. % Other Minor. % Female W % Female M
Under $6,000 165 5 1     326 14   1   512 3.7 .2 .2 63.7 2.9
$6,000 - $7,999 638 19 7 5 1 2949 62 9 6 2 3698 2.2 .4 .4 79.8 2.1
$8,000 - $9,999 2004 46 9 1 6 2637 48 11 3 4 4769 2.0 .8 .3 55.3 1.4
$10,000 - $12,999 3728 36 14 2 5 1788 38 7 6 6 5630 1.3 .4 .3 31.8 1.0
$13,000 - $15,999 2328 16 5 6 2 714 16 1 1 3089 1.0 .2 .3 23.1 .6
$16,000 - $24,999 1666 12 9 10 1 214 1 1 4 1918 .7 .5 .8 11.2 .3
$25,000 + 216 2 2 13 1 8 1 3 246 1.2 .8 6.9 3.3 1.6
TOTAL 10,745 136 47 37 16 8636 180 29 23 13 19,862 1.6 .4 .5 43.5 1.2

1977/78 Biennial Report Main Page