~~..............~~J<IiotheStudy ofIntelligence

The Petticoat Panel:

A 1953 Study of the Role' of

Women in the CIA Career

Service

An Intelligence Monograph

e

." '.

. -~ ,

. .' .

...• ;

• • ',~,_ _ t'!: ....

Cenlrallnlelligence Agency March 2003
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anees.

Copies that arc nolonger needed should be destroyed by recipients,

All statements of fact, opinion, or analysis expressed in

this Monograph are those of the author. They do not

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Government entity, past or present. Nothing in the

contents should be construed asasserting or implying

·USGovernment endorsement of an article's factual

statements and interpretations.
Secf0t1IXl

THE PETTICOAT PANEL

A 1953 STUDY

OF THE ROLE OF WOMEN

IN THE CIA'S CAREER SERVICE

byJacquelineDRi__~:::::::::::::::::::::::::':""'"""""""""",,"
Foreword

Founded in 1974, the Center for the Study ofIntelligence (CSI) was formed as a result of DCI

James Schlesinger's desire to create within CIA an organization that could "think through the

functions of intelligence and bring the best intellects avai lable to bear on intelligence problems."

Since then, CSI has attempted to document lessons-learned from past operations and analysis, to

develop innovative solutions to today's intelligence challenges, and to explore the needs and

expectations of intelligence customers.

Today, CSI has three core missions: to inform the decisions of key Agency leaders, to write the

authoritative history ofthe CIA, and to enhance the public's understanding ofthe role of intelligence in national security. To support these activities, CSI publishes Studies in Intelligence,

which since 1955 has covered historical, operational, doctrinal, and theoretical aspects ofthe

practice of intelligence, as well as numerous books and monographs. CSI also regularly organizes

classified and unclassified conferences and symposia that contribute to these three core missions.

CSI contains the CIA History Staff and the CIA Museum; it also maintains the Historical Intelligence Collection in the CIA Library.

The author ofthis monograph, Jacqueline

ACKNOWLEGEMENTS

The author would like to express many thanks to CynthiaDc=JAmanda WI Chau

r{]Debbie I.C]-and'Frieda,Det=:Jfor their'irrvaltrable'assistanceinIocatiiig'tne'mtlsive'''''''''

records ofthe "Petticoat Panel." Also, many 'thanks to Woodbury cLJ who arranged interviews

with surviving members ofthe panel.

iii

SeCi etJiX1
TABLE OF CONTENTS

Foreword iii

Prologue vii

The Petticoat Panel 1

Epilogue : 15

Appendix A : 19

Individual Panel Members 21

Appendix B 41

/

v

-8eeretf/X1
THE PETTICOAT PANEL

A 1953 STUDY OF THE ROLE OF WOMEN IN THE

CIA'S CAREER SERVICE

Prologue

No history ofthe Central Intelligence Agency (CIA) can be considered complete without properly

placing the activities studied within the 'context of the time. The historian must take into account,

for example, that early Cold War CIA operations were a direct outcrop ofthe attitudes and expectations ofthe policy makers of the 1950s, all of whom had been tempered by the Depression and

World War II. Discussion of these defining factors is always useful-no matter how outmoded

some historical attitudes might appear to today's audience-because lessons learned can be extrapolated for use in the future. Thus, for example, there is merit in studying the covert operations of

the early 1950s, because covert operations oftoday's war against terrorism had their genesis in the

operations of the past. M

In the same way, it is worthwhile to include in the annals of intelligence studies analyses of the

changing ethos ofthe CIA and how this change has reflected the evolving mores ofmainstream

America. In recent years, emphasis has been placed upon the need for diversity in the work force.

Current statistics indicate that while the optimum has yet to be reached, the ethnic and gender

composition oftoday's CIA is far more diverse than that ofthe Agency in 1953. This change has

been a long time coming, however, and arguably has occurred only because offederally mandated

policy and legal pressure exerted by individuals who felt they were disenfranchised. Nevertheless,

since the earliest days of the CIA, the organization's senior management-albeit traditionally a

bastion ofwhite males-has periodically addressed various aspects ofthe issue. It is worthwhile

analyzing these occasional deliberations because the changing attitudes of the leadership of the

CIA reflects and simultaneously influences the shifting focus ofthe work force itself. (JJ)

The 1953 women's panel is an early, if not the first, example of this organization's efforts to analyze the female component ofits work force. The panel was mandated by the newly appointed

Director of Central Intelligence (DCI) Allen W. Dulles and consequently, the role of women in

CIA received the full (though somewhat fleeting) attention of the CIA leadership. The women

chosen to serve on the panel were picked because they had worked for the CIA since its earliest

days and thus had a good understanding ofthe business of intelligence; They were representatives

of a relatively new phenomenon in the federal government-career women. Each had served in

.some capacity during World War II, that period when many American women first entered the

work force. While some of the panelists had worked for the Office of Strategic Services (OSS)

and simply transferred to the CIA when it was formed in 1947, others came from the outside civilian world. In a good reflection ofthe times, several of the panelists had lost their wartime jobs to

returning male veterans. Rather than returning to traditional female professions, they gravitated

towards the new espionage organization. In short, the panelists are excellent examples ofthe types

of women hired by CIA at that time, a period when the ethos of the organization was first beginning to evolve. The panel's deliberations offer a fascinating window into 1953 attitudes toward

women in the workplace. Although it took decades for full fruition, the seeds oftoday's diversity

were first nurtured by this 1953 panel. (t1) .

Vll
THE PETTICOAT PANEL

"I think women have a very high place in this work.

and ifthere is discrimination, we're going to see that

itsstopped." - Allen W. Dulles, Director of

Central Intelligence, 8 May 1953.

On May 8, 1953, shortly after Allen W. Dulles was

sworn in as the fifth Director ofCentral Intelligence, he addressed a group ofAgency personnel at

the Tenth Agency Orientation Course. Pledging to

do everything he could to develop CIA as a career

service, Dulles said he would "devote the balance

of my time to doing what I can to build up the

Agency's esprit de corps, its morale, its effectiveness, and its place in the government ofthe United

States." Following his brief

introductory remarks, Dulles

opened the floor, wryly noting

that he had been told that much

ofthe audience had come "to

fire" questions at him. The subsequent question and answer

session covered a broad range of

issues, many of which are as relevant today as they were in

1953. Topics included not only

queries about personnel and

training matters, but also discussions on the role ofthe relatively

new agency within the US government.Several audience

members posited whether there

would be a permanent need for

the CIA, particularly if, as one

interlocutor phrased it, "the

USSR had a modified change

of heart and began to behave

itself." Another questioned the

necessity for a separate CIA paramilitary force,

while others expressed concern about the potential

for the politicization of Agency analysis-Dulles

stated he was adamantly opposed to the latter. During the wide-ranging discussion period, several

women audience members-or "wise gals" as a

senior member of management later called themraised a series ofquestions about the role, if any, of

women in the CIA. They asked: "(1) Why are

women hired at a lower grade than men? (2) Do you

think that women are given sufficient recognition in

the Central Intelligence Agency? (3) And as the

new Director ofCIA, are you going to do something about the professional discrimination against

women?"! £JJ1

Dulles responded to the women by saying that he

would ask the Inspector General (lG) to study their

questions on the alleged gender disparities in grade

levels; he would also request a

report on professional discrimination against women. As for

the query about the degree of

recognition for women, Dulles

ruefully acknowledged that he

was inclined to agree that

women were not sufficiently

recognized, although he added:

"I think women have a very

high place in this work, and if

there is discrimination, we're

going to see that it's stopped.'?

00l

Thus was the impetus for the

formation ofthe task forcesubsequently known as the

"The Petticoat Panel"-which

produced the first-known study

ofthe status ofwomen in the

CIA. Less than three months

after the DCI's remarks, the

panel ofthirteen primary and nine alternate members-s-all women-was appointed. By November of

1953 the panel had submitted to the CIA's Career

Services Board (CSB) an extensive report titled

I CTA Office of Training Bulletin, Number 7,30 June 1953, Matthew Baird, Director of Training. Subject: "Remarks of Allen w.

Dulles," with attachment "Remarks of Allen W. Dulles at the Tcnth

Agency Orientation Cours~," 8 May 19531

I [TheBul,l-:le7't,=-n-=-=stC:-;at=-edn''''''It'',=-sl:Cbe::rh'-=-evC::ec:Jd--.J

that Mr. Dulles' remarks and his answers to questions will be ofgencral interest throughout the Agency and arc attached hereto for the

information and guidance of all conccrncd.vsei

1 Ibid., pp. 5-6.~
~1

Quite a few [panel

"

members] were

multi-lingual, several had doctorates

and/or masters degrees, all had

histories of prior employment-,

"Career Employment of

"

Women in the Central IntelIigence Agency." The report systematically analyzed

the situation within the Agency and included a statistical comparison between women professionals in

the CIA and those employed by other federal agencies.' .(€f

. FORMATION OF THE PANEL

It is clear from the record that it was Allen Dulles

who personally mandated the IG to study the issue,

perhaps-as one panel member suspectedbecause of the influence of his sister, Eleanor

Dulles, who was then serving as an International

Relations Officer at the Department of State.

Lyman B. Kirkpatrick, Jr., the CIA IG at the time

(Kirkpatrick was IG from 1953 to 1962), subsequently acknowledged to the Steering Group ofthe

CIA Career Service Board that the questions at the

May orientation course were "rather critical of our

efforts in that particular direction." Therefore, it

was decided-after discussion with the DCl-to

convene a panel of women employees: Kirkpatrick

said there was an effort to identify representatives

from "across the Board" although not every office

was represented. The panel was charged "to study

the problems of professional and clerical advancement to determine for themselves whether they

believe there is any discrimination as such against

women for advancing" professionally."

The panel was deliberately composed of women

who had worked for several years in the new

Agency and ranged from Grades GS-11 to GS-14

(at that time there were no female officers who had

obtained the grade of GS-15 or higher). Several

had been commissioned as military officers during

World War II-one woman served as the WAC

Staff Director for the entire Mediterranean Theater. Many had served in the precursor services of

the Office of the Coordinator of Information (Cal)

and the ass. Most were in their 30s and 40s,

although the oldest panel member was born in

1893. Clear effort was made to include representatives from the Agency's clerical corps. No woman

case officer served on the panel, however, perhaps

because ofthe rarity ofsuch an officer. Panel members came from the northeast, south, or mid-western

regions ofthe US. Some came from wealth, others

did not: one woman's father had been a bargeman

onthe OhioRiver while another was the daughter

of a general. About half were married, some were

part of a tandem couple, at least one was a single

mother, and several supported aging parents, a fact

that prevented them from serving overseas. Quite a

few were multi-lingual, several had doctorates andl

or masters degrees, and all had histories of prior

employment, ranging from being a stenographer in

Salinas, Kansas, to an archeologist in Greece; from

a teacher in a Tennessee mountain school, to a representative in the Vermont State Assembly.5.fS1

.\ The official title ofthe panel was "Career Service Board Panel on • Hutchison Interview. Washington, DC, 13 November 2002 (JJ5;

Women in CIA." See Memorandum, Dorothy Knoelk, Chairman of WilliamOSD£ditorirrChief;''PoreiglfRcla1l6iiif6rtlicUriitco'"'' .

the Women's Panel to The Women's Panel, Subject: "Miscellaneous States 1952·1954, Volume VII, Germany and Austria", Part I

Information," 17 August 1953J I (Washington, US Government Printing orn«, 1986), p. xiv, M

I , t€). However, members ofthe Panel referred to it as the "Transcript of Steering Group, CIA Career Service Board, 10 Au·

Petticoat Panel. Sec Memorandum, Dorothy Knoelk to Petticoat gust 1953."

Panel, Subject: "Other significant findings on the subject of wom. r--------'1-;;;<~.-;:;S-ee-a-;-ls-o-::"T"'"r-an-s-cr-;-ip-t-o::Cf S=-te-e-'ri-ng-G~ro-up-,-C-IA-......J en's status," 20 April 1954,'1 Career Service Board, 10 August 1953," p. I and Minutes, "CIA

c:::::::JW); and Mary Hutchiso'-n--:,i:-nt-erv----:-ie-w-s:-b~r===;-It-ap-e---l Career Service Board Meeting, 27 July 1953,"1 I

recording, Washington, DC, 6 August 2002 (Q1. and 13 November I If€)"

2002 (J<l) [hereafter cited as Hutchison Intcrview]. 5 Sec Appendix A for specifics on individual panel members as

gathered from their personnel files. oaf

2
It is important to note that the women's panel was

by no means the only CIA task force underway in

1953. The Agency had been in existence for fewer

than six years and Agency leadership was still

trying to lay the foundations for a permanent

organization. During this same period, senior

officers were grappling with the' first systemization

of a personnel system. Kirkpatrick's CSB Steering

Group was in the process of devising an Agencywide career service because CIA employees still

had no permanent status and were not yet protected

by US Civil Service regulations. A Legislative

Task Force concurrently was preparing material to

introduce legislation establishing a permanent

Career Service. Moreover, because of concerns

over the poor morale in the junior officer ranks,

another panel was established that same summer to

study the high attrition rate among junior officer

trainees, or JOTs as they were called at that time.

Work also was being completed on the first

regulations to comprehensively address items such

as life insurance, medical coverage, overseas

allowances, dependent benefits and promotions. In

fact, at the same steering group meeting where the

formation ofthe Women's Panel was discussed, the

group also debated the merits ofre-instituting an .

Agency-wide promotion policy versus continuing

the rather chaotic practice that allowed 23 different

Career Service Boards to independently devise

criteria for promotion. Finally, the Steering Group

was deliberating the establishment of an Executive

Inventory, which would contain the names of

candidates deemed suitable to serve in senior

Agency positions. 6 ce5

• Memorandum, Lyman B. Kirkpatrick. IG to Director ofCentral Intelligenee, 20 April 1953, Subject: "Career Service Board,''C:]

I . \In this Memo Kirkpatrick

wrote "quite a few people recognize thai CIA employees have no

permanentstatus-we arc not protected by Civil Service regulations

and have no service of our own." Sec also, Minutes, "CIA Career

Service Board Meeting, 27 July 1953," pp. 1-5; "Transcript of Steering Group, CIA Career Service Board, 10 August 1953;" and Memorandum for the Record, Subject: "Meeting of the Sleering Group,

CIA Career,Service Board," on I0 August 1953~ . I

I I~

the final report would mean that the

Including the figures [statistics] in

"

report could not be widely

disseminated.... Unfortunately, this

caveat ensured that few people in the

Agency were aware of the panel and

its findings.

PANEL DELIBERATIONS

"

On 31 July 1953, the IG opened the first meeting of

the Women's Panel. The DCI came by briefly to

talk with the group and agreed to discuss the panel's

work on his upcoming trip overseas provided the

panel prepared talking points. Dorothy Knoelk of

the Office of Training was elected chairman while

Bertha H. Bond, from the Personnel Office, was

appointed.group secretary. Ten women attended the

first meeting-the panel size was later expanded to

13 members and niiie alternates.' M

By the second meeting, the group had run into its

first obstacle: the Personnel Office refused to

provide statistics on the grounds that such data was

classified. Chairman Knoelk promptly called

Kirkpatrick who agreed to take the problem up at

the next meeting ofthe CSB Steering Group. On 10

August, Kirkpatrick noted to his committee

members that while the total number of Agency'

employees was a fairly closely held figure, the

women'spanel still needed those figures for their

study. Rather than actual figures, however, he

suggested providing percentages. 1 _

Harold0 MI IAD/Communications,

disagreed, saying "It seems to me they have been

7 Minutes of First Meeting, 31 July 1953, "Careers for Women Task

Force," Prepared by Bertha H. Bond, Read and Approved 13 August

19531 ~~

3
The Petticoat Panel met in Building "I, .. a temporary Agency building on the Washington, DC Mall.

approved to work in the Agency without restriction,

and with due caution I don't see any reason why

they shouldn't have" the full figures, George S.

Meloon, Director, Personnel Office, noted that

including the figures in the final report would mean

that the report could not be widely disseminated.

The group consequently agreed to provide the

figures, but only under the proviso that the final

report be closely held. Unfortunately, this caveat

ensured that few people in the Agency were aware

ofthe panel and its findings, Before continuing on

to the next agenda item, Kirkpatrick added that the

supervisor ofone ofthe panel members had already

complained to him that she was doing nothing but

panel business. He observed that "maybe we will

get a quite effective report." k8J8

With the statistical problem solved, the women's

panel proceeded to get down to business. At the 5

August meeting, Chairman Knoelk reviewed the

background of the panel and advised its members

"to keep perspective so that a sense of balance and a

sense of humor would

permeate." She also

said "the status of

women in the Agency

would not be

overemphasized as a

major problem in

CIA." After much

discussion, panel

members decided they

had a twofold mission:

"first, to determine

whether there is or has

been discrimination

against women in the

Agency, and second,

to make recommendations toward a

program giving

maximum opportunity

for careers for women

in the Agency." The

panel was then broken

down into four

committees: one to study the problems of

headquarters-based professional women; one to

study the position ofclerical personnel; one to study

the general status of women in government and

industry,and one to study problems in the field. (It

was decided there was not enough time to send and

receive input from the Field, so a contact point was

identified for women employees returning from

overseas assignments.)? fGr

• Meeting Transcript, CIA Career Service Board, "Transcript of

Steerinj Group Meeting of 10 August, 1953," 10 August 1953,

pp. 1·3, . If8J

"Transcript of Steering Group, Career Service Board," 10 August

~----------JWho"'VC1'SaWmA's-eommOlT~~;WlfS.t:::::::::::::::::::::::: well thought of by his staff and known for taking care of his people.

He started out as a World War I aviator and his secretary always

warned people about driving with him since Mc:==Jdrove a car

like he flew an airplane: right foot on the accelerator, left foot on the

brake. Interview with panel member Adelaide Hawkins, by J.D-------------------------

Clilpe-recQf{!cd-AHinglon;-Virginia;5 'Nuvcmocr21l0Z(h-crcaf:----------------------

ter referred to as Hawkins interview]. (.l1J

9 Minutes ofThird Meeting, Panel on Career Service for Women,

5 August 1953J

4
The fourth jeeting on 13 August was attended by

I . "Rud" c=J the Executive

Secretary ofthe CIA CSB. Bc:=Jinformed the

panel that all pertinent figures from the Personnel

Office would be made available through the CSB..

He reiterated, however, that the figures could only

be used for panel purposes, and could not be

disseminated throughout the Agency since the

members of the Panel were not considered official

representatives oftheir various components. He

also suggested that the Panel should obtain prior

approval from the CSB before i,t requested statistics

from any individual Agency component. He added

that his office had made a study in 1952 of all

Agency jobs. This survey had determined that there

were 520 recognizable and distinct jobs including

executive, administrative, supervisory, and workers.

There was no mechanism, however, to determine

the complexity ofjobs in CIA, which would

complicate the panel's analysis of the differences

between jobs held by women and men. Duringthe

same meeting, the representative of the clerical subcommittee noted that the question of discrimination

for OS-5 grades and below in the clerical field was

moot because women far outnumbered men in that

category. 10

,

By the time ofthe 20 August meeting, the panel had

devised a schedule which would allow them to

submit a final report by I October. The panel

determined that the report should include studies

covering positions already held by women,

B

ad a Georgetown house.

'-;W""he-n-a-v~is~it:-o-re-o-m-m-e-n:-te'dCOth-at"i-ts-e-em-led strange for an ornintholo•.

gist to allow his Siamese cat Cleo free reign in the garden. c:::J

said any bird killed by his eat was too stupid to live.M

~1

WantAds in the I950s typically specified Help Wanted-Male, or

Help Wanted-Female. "Young," or as noted above, "Single,"

were a/so considered reasonable requirements.

positions thought to have greater potential for

women, plus a "description of positions ill-fitted for

women." The panel decided the final report also

should contain an analysis ofstatements of bias,

and an objective discussion of problem areas, 11 J:e(

II Committee Chairman's meeting, Panel on Career Service for

D~

Women, 20 August. 19531'----- ---.J

5
-Seel dmer .

This cartoon wasfound attached to the Panel's Official Report as retained

ill the official records.

the Agency Regulations or in law, of husband and wife

career teams. Where such joint employment would not

be in the interests ofthe Agency, necessary decisions

should be left to the appropriate Agency officials," The

panel urged "strongly that no specific percentage of

career positions be allocated to women by the Director,

and that the requirements for career service be based

solely on the individual's qualifications," Finally, the

group recommended "that promotions not be made on a

percentage basis, sex-wise, but that these be based solely

upon qualifications and the opportunities available.?'?

(k!')

u Memorandum, Chairman, Women's Panel on Career Service to CIA Inspector General. "Recommendations Regarding Legislation," 23 September 1953,1 1

6

The group appears to have dispersed once sub- .-

committees were organized and assigned topicsfor

study, Several members recall that, thoughrhey

continued to work hard for their individual subcommittees, they had little if any contact with

women who worked on other committees or who

were from different Agency-components-i-this was

particularly true for personnel from the Deputy

Directorate of Plal)S'{DDP),the predecessor of

today's Directorate of Operations. This lack of

interaction-was partly a function of geography.

During-tile 1950s, Agency buildings were scattered

throughout the Mall and all over downtown Wash-

-ington, DC (classified mail was transferred by couriers on bicycles, according to one panel member

whose son worked as a summer mail intern).

Panel meetings were normally held in Building "I,"

except for the first one, which was held in South

Building so the DCI and IG could attend," 13,

PANEL FINDINGS AND RECOMMENDATIONS

" Hutchison Interview, Washington, DC, 13November 2002. M;

Hawkins Interview, Arlington, Virginia, 5 November 2002. ~;

and "Transcript of CIA Career Service Board Mecting," 16'h

Meeting, Monday 23 November 1953,1 I

1 IWithattached Memorandum, Dorothy

Knoclk, Chairman, Panel on Career Service for Women to Chairman, CIA Career Service Board, Subject: "Report ofthe Panel on

Career Service for Women," 16November 1953.

" Report, Panel on Career Service for Women to CIA Career Service Board, "Career Employment of Women in the Central Intelligence Agency," November 1953,1 I

I I~
The New York Times employment section reflects career opportunities available to women in the

1950s.

The panel determined that the

objective of the report was for

it to be the "basis for

suggesting answers to the

question: What are the career

opportunities for women in the

Central Intelligence Agency?"

Occupations were divided into

three categories:

'''Professional,'' "Clerical" and

"Intermediate," with the latter

being defined as covering

those positions which were not

wholly professional nor

clerical. The Committee on

Professional Women, Overt

Components, studied the

employment of women in the

.Offices ofthe Deputy Director

(Administration), Deputy

Director (Intelligence),

Director ofTraining and the

Assistant Director for

Communications; the

Committee on Professional Women, Covert

Components, studied women both overseas and at

Headquarters, and included an analysis of clerical

and professional personnel. The Committee on

Clerical Employees concentrated on clerical

positions in headquarters, but also tried to highlight

problems concerning both male and female

clericals. IS

The report stated that the median grade for CIA

women was GS-5 whereas the median grade for

CIA men was GS-9. Only 19% ofthe women in

the Agency were in grades higher than GS-7 while

69% ofits men were. No woman was higher than a

grade ofGS-14; 10% of all male employees were.

Only 19% ofthe women at CIA were GS-l1 or

higher; 43% of its men were. (It is worth noting

that on average CIA employees tended to be in

higher grades than their counterparts in other federal agencies. In fact, 62% ofthe federal workforce

" tu«. pp. 1'2.

was in GS grades I through 5 in 1950, with only

11% in, the top five grades. GS-3 was the most

common grade.) 16J.er

In the overt components, women represented 2 I%

ofthe~mployees who were in the 19 job categories that were considered professionals. They

represented less than 21% of professional personnel

in 12 ofthese categories. In all but one of the occupational categories analyzed, the highest grades

held by women were one to four grades lower than

those of their male colleagues. The report noted

that no woman served in a senior executive post,

that only a few occupied positions with line authority at the branch chief level, and that no women

held a position higher than branch chief. Of the ...... <.

Agency'sDbnmch-chrefs;·oiilyOwere:::: o o« < •••••

women. 17-ter

re Ibid., p. 2. ~See also, Stephen BaIT,"Federal Dairy," The

Washington Post. 19 January 2003, See C, p. 2. M 17 lbid., p. 3. Tab C, "Report of the Committee on Professional

Women in the Overt Components of CIA," p. 5.ker

7
Women can't

"

work under the

pressures of urgency and special

considerations inherent in much of

the Agency's work.

The covert committee discovered that grade classifica-

"

tions in the "operations" category ranged from GS-5 to

GS-17 for men and GS-5 to GS-14 for women. The

number ofwomen in the operations category was

comparatively small, with women representing 25%

ofthe total00professional operations personnel at

Headquarters, and only 7% oftheD in the field.

Two women operations officers had reached the grade

ofGS-14 (there were 5 GS-14 wornen in the entire

DDP), one ofwhom was serving as a Deputy Chief of

Station at the time ofthe writing ofthe report. There

were two women Chiefs ofStation, but they were

assigned to smaller stations and therefore held lower

grades. The proportion ofDDP' women in the executive support and administrative support categories was

considerably smaller, whereas the groupings under

analysis(informationcontrol, research, and reports)

employed the largest number·ofwomen in the covert

component ofCIA: grade ranges in these categories

were approximately equivalent for both men and

women.

There were more men in GS-II positions at Headquarters than any other grade, although there was

considerable variance within individual DDP components (the majority of position slots ranged from

GS-g to GS-I4). In the field, the largest component

ofmen were GS-9s. The greatest concentration of

women, however, was at the GS-5 level, whether in

the field or at Headquarters, and whether in the professional or clerical category. The DDP's clerical

force containedc:=Jpeople, 88% of whom were

women; women made up 60% of theDstrong

8

"Intermediate" rank. Only 18% ofthec=Jprofessionals were women.

In another intriguing insight into 1950s gender

attitudes, the panel concluded that the "assignment of

women to field operations is limited by the necessity

for CIA to conform to the customs and restrictions

imposed by American organizations abroad which it

uses for cover and support purposes." At a later point

the panel commented that "the statement is often made

that American agencies will not accept women liaison

officers." The panelists also acknowledged that local

attitudes sometimes precluded the assignment of

women and there were situations where women might

not have access to intelligence objectives, Finally, in

areas where the emphasis was on paramilitary

activities, the panel said few women were qualifieda curious statement given that several panel members

were still active members ofthe military reserve.IS.(€)

The report stated that of the approximately c:=J

employees in the overt components,CJwere

clerical-and 86% ofthese were women. Seventy

three percent of the "administrative assistant" and

"clerical supervisor" categories were women. In

positions involving what was then termed machine

operations, women represented 58% ofthe operator

group, but ~nly24% of theroyvisor-pianner. .

group. Thirty one% ofthe employees holding

"intermediate" positions were women, while 21%

ofthec:=Jprofessional employees were women.

In only two occupational sub-categories, editing

and publishing and administrative support, was

there any equality in the lowest grades held by both

men and women. In all other cases, the lowest

grades held by men were one to two grades higher

than the lowest held by women. In two sub-fields,

library and editing/publishing, the top grades for

women were equal or greater than the top grade

held by men. The panel regretted that there was little if any systematic effort to encourage people to

move "from the clerical group to the intermediate

group ....The natural desire of the office to retain a

good clerical employee, particularly in view of the

"fbid.. pp. 3,4,5. Tab D, "Report ofthe Committee on Women in

the Covert Offiees ofCIA," pp., 6; 8, 9,10 (GT.
difficulties involved in getting a replacement, is

understandable to the bystander but not particularly

comforting to the clerk." (The concept of career

planning had evidently not yet arrived.) The panel

opined that this was a short-sighted view given that

25% ofthe Agency's clerical corps was composed

of college graduates, and thus could be "the

Agency's least expensive source for assistants and

junior professionals." 19kGt

The report observed that a "variety of attitudes and

subjective judgments entered into the final decision

of an official responsible for the selection of personnel for initial appointment or subsequent promotions and reassignments.... This preference comes

from a traditional attitude toward women which

will be affected only through a slow evolution of

sociological change." The panel then cited a list of

what it referred to as "opinions expressed by

Agency officials," and by those in industry and

other government agencies. While anyone ofthese

comments would give pause today, they were considered the norm in 1953.

• "Women are not qualified to perform in those

positions which they do not now occupy."

• "Women won't travel" and "men are necessary in Departmental jobs since they must be

used as replacements for overseas

personnel."

• "Women are more emotional and less objective in their approach to problems than men.

They are not sufficiently aggressive."

• "Women can't work under the pressures of

.urgency and special considerations inherent

in much of the Agency's work. "

I. Ibid., pp. 4-5. Tab E, "Report ofthe Committee on Clerical Employees in the Overt and Covert Offices ofCIA," pp. 8; 9,teJ.

Men dislike working

"

under the supervision ofwomen and are reluctant

to accept them on an equal basis as

professional associates.

• "Women are undesirable candidates for long-

"

range employment because they frequently

interrupt or terminate their employment for

marriage or family reasons." (The panel admitted that "it is true that the employer cannot be

sure that a woman employee will not elect to

resign upon marriage, or to devote more time

to her family, or that she will require a leave of

absence...There is, however, no certainty that a

man will remain permanently or even for a

stated number of years.")

• "Men dislike working under the supervision

of women and are reluctant to accept them

on an equal basis as professional associates." (This latter statement is reflected in

the performance appraisals ofthe period, as

there was one category which asked the level

of the ratee's supervisory competence "when

immediate subordinates include members of

the opposite sex.")

• 'The economic responsibilities of women are

not as great as those of men. Women should

not be employed in higher paying positions

and deprive men ofthose opportunities.

Women should not be employedat all when

men are in need of'ernployment."?'

In short, "using the statistical data available and

relying on the observations of its individual members during their association with the Agency, the

2.Ibid.. pp. 5, 6, and 7. f€t"

9
Panel concluded that except for a few rather narrow

fields, career opportunities for women have been

limited in the Agency in nearly every professional

area." The following recommendations were consequently made:

I. The DCI should issue a policy statement to

"encourage maximum utilization of women in .

the Agency."

2. The DDA should establish a procedure to

review all recruitment requests which state that

male applicants are wanted; and should adopt a

corrective action when the preference is not justified.

3. Agency officials should be encouraged to use

more women for positions in administrative

support, analysis, liaison, training, legal work,

operations, and translation.

4. More opportunity should be given to qualified

women to advance into positions of executive

responsibility at all grade levels.

5. '.A full-time counselor should be assigned to the

Interim AssignmentBranch in the Personnel

Office.

6. Special attention should be given to clerical

personnel by appointing a qualified person in

each major component to deal with their problems.

7. Career opportunities for clerical personnel

should be explored and publicized with each

career service board having a member

appointed to give special emphasis to career

planning for clerical personnel.

8. Supervisory training should be required for all

"supervisors towards (sic) improvementof

management and morale in the Agency.'?' (Gr

1I Ibid. p. 9...cq

10

However, the panel did discoverthat-relatively

speaking-the position of women at CIA in 1953

was better than at other federalagencies. Statistical

findings based on 1952data showed that women

represented 39% of the staff employee' I

group in the CIA as compared with 25% of the rest

of the Federal government and 30% of the total US

employed population. (As a point of reference, in

2002 women made up 42.5% of the CIA's workforce). The average grade of women employed in

CIA was higher than other Federal women employees, according to 1947data. Although this latter

fact was "not particularly surprising since the average grade for CIA employees was higher than for

Federal agencies employing proportionately larger

numbers of clerical and other lower graded personnel." A substantial proportion of CIA women

.employeesearned more than $3,000 per year (at

that time, the entry level salary for a GS-3 was

$2,950), which placed them above the national

average for employed women. Although, "it is pertinent to note that the salaries of women generally'

as comparedwith the salaries of men generally have

lagged behind, even where both men and women

are. performingthe same job."22

REACTION OF CAREER SERVICE BOARD

The attitudes of theCSBtowardwomenpersonnel are

clearly revealed in the verbatim minutes of the 23

November 1953 CSB,themeeting wherethe finalized

report of theWomen's Panelwasfirstdiscussed by the

seniorstaffof theAgency. (Needless tosay, exceptfor

possibly the stenographer, no womanwaspresentat

themeeting, nor didany woman serveon theCSB.)

. The consensus of the Boardwas thatwhilethe report

wasexcellent-although one membercalledit a "very

feminine report"-the realproblem lay in convincing

supervisors thatit was in theirbestinterest to treat

theiremployees fairly. That beingsaid, budgetary

constraints prevented the creation ofspecific career

counselors for womenand clerical staffas the report

had recommended. Several members opinedthatthe

realproblem was"this business aboutpeoplegetting

22 Ibid.. Tab A, "CIA Women Employees Compared With Other

Women Employee Populations."~; 2002 figures provided by HRI

1 119 December 2002.
married and pregnant at your operational inconvenience". Richard Helms (Chief ofOperations for the

DDP at that time, and DCI from 1966 to1973) said in

his opinion he believed "that an able woman has had a

damn good opportunity and very fair treatment in this

Agency ...far out ofproportion to any other part ofthe

Government to which 1am aware." Nevertheless, he

observed: "there is a constant inconvenience factor

with a lot ofthem. Youjust get them to a point where

they are about to blossom out to a GS-12, and they get

married, go somewhere else, or something over which

nobody has any control, and they are out ofthe running." As for complaints about discourtesy towards

women, Helms countered with "How do you make a

gentleman out of a boor overnight? 1 mean, if he is a

boor he is going to be a boor to anybody." Rudyerd

c=J acknowledged, however, that women were

indeed several grades below men in what appeared to

be comparable posts. John BDDeputy Chiefofthe

DDP's Political and Psychological Staff, added that in

his opinion there was real discrimination against secretaries since even the finest could not look forward to

being anything more than a GS-7.23.%

As for the lack of advancement for college educated

secretaries, Inspector General Lyman Kirkpatrick

observed: "No supervisor in this Agency in his

right mind is going to take a good stenographer or a

darned good competent file clerk and say, well, just

because you got your BA 1don't think you ought to

be doing that work, and we are going to make a

Case Officer or Researcher out of you .... You just

don't do it when you are short of clerical help."

Helms interjected that there was also a problem in

that a number of "college graduate women" thought

they were qualified to do analysis on policy matters

no matter that only two percent of the overall work

force was involved in this type of work. Helms

added: "nevertheless they sit there bound and determined that they are not going to do any work which

might dirty their hands, might make them tired, or

might be routine, and, so help me, the one thing in a

workaday world that the woman is much better at

than a man is maintaining a routine .. .it isjust nonsense for these gals to come in here and think the

2; "Transcriptof CIACareer ServiceBoard Meeting." 16" Meeting,

23 November 1953J I

I I~

"It isjust nonsense for these gals to come in here and think the Government is going tofall apart because their brains oren 1going to be

used to the maximum." - RichardHelms,DDP,.Chiefof Operalions,later Directorof Ccntrallntclligcncc.

Government is going to fall apart because their

brains aren't going to be used to the maximum."

Kirkpatrick said he was amused to discover that the

British had decided that it was not worth the trouble

to deploy women to their field offices. Barring

exceptional cases, they used women "almost solidly" for clerical, reports, and research work.I" (/2'f

Kirkpatrick then asked if there was a well-respected

woman of high grade in the Personnel office "to

whom the women could take their gripes and who

they feel would do something about them." One

panel member observed there had been such a

woman, but she had left to get married. Bertha

Bond, the secretary ofthe Women's Panel, was then

proposed. (It is not certain ifBond was actually

appointed because her supervisor, Rudyerd c=J

Dtold the panel "1 couldn't get along without

her.")"

24 Ibid.. pp. 22-23.

2S Ibid.. p. 24. {-€1

1\
FORMAL RESPONSE TO WOMEN'S PANEL

Mal/hew Baird, CIA Director ofTraining,

held degreesfrom Princeton and Oxford, and

established the first career-training program

for entry-level officers.

The Board

closed its discussion of the

findings of the

Women's Panel

by allowing

Colonel Mat-·

thew Baird, the

CIA Director

of Training, a

final comment. He

noted there was

one forgotten

group, and

"that is the

group that

Frances Perkins> told me

three years ago to stay away from completely. She

said, 'You will never get the best results out of

women in the Agency or any other Government

department as long as you continue to go after the

age group from 21-in otherwords, the college

graduateto28. Don 't-hire a woman except

between the agesof28 and 35. When she is 28

she knows whether she is going to be in Government either as a married woman or whether she is

not going to get married usually.' She said, 'You

will waste money on training and recruiting the 21

to 30 year olds. '" Baird, in comment said, "1 think.

that is something we might consider. 21i€J .

The CSB discussed the report again on 14 January

1954 when it debated a draft response to the

" Ibid. p. 24. Frances Perkins, who served as Franklin Roosevell's

Secretary of Labor from 1933-45, and later as a member of the US

Civil Service Commission, was the first woman to ever serve as a

US cabinet member..{e'l

27 The Real CIA: An Insider's View ofthe Strengths and Weaknesses

ofOur Government 's Most Important Agency. Lyman B. Kirkpatrick

(New York, NY: The Macmillan Company, 1968), pp. 96-98. Matthew Baird served as CIA's Director ofTraining until his retirement

in 1965. He also served as chief ofthe 13\' Air Force Service Command in the South Pacific in World War II, was recalled to active duty

during the Korean War, and was the first ehainnan of the Arizona

State Aviation Authority.{l:11'

12

Women's Panel. The final version ofthe response

was approved on 28 January 1954. The memorandum complimented the women panelists on their

methodical and objective study and added that a letter of commendation would be placed in each of

their official personnel folders. After careful

review, however, the board stated that it "believes

that the status ofwomen in the Agency does not call

for urgent corrective action-but rather for considered and deliberate improvement primarily through

the education ofsupervisors." Therefore, no new

policy statement on discrimination was thought

necessary since existing regulations already said

"there shall be no discrimination regarding personnel because offavoritism, marital status, sex, race,

color, religion or external pressure I .. I IThe Board said it would recommend

that the ASSIstant Director for Personnel adopt a

procedure to review any and all recruitment

requests that stipulated a preference for a particular

gender. Nevertheless, the Board observed: "it must

be recognized that sex may be a legitimate and necessary consideration. Women should be considered

on the same basis as men for any and all vacancies,

provided the particular situation-does not require

one sex or the other." The Board determined there

was no need for a full-time counselor to deal with

the issue of women. Moreover, "the appointment of

a specialist in each major component to deal with

problems of clerical personnel would tend to interfere with regular supervision. Any special attention

needed by clerical personnel can best be provided in

the process of day-by-day supervision.... Designating a particular Board member to give special attention to career planning for clerical personnel might

be helpful, but it is believed that this is Ii matter for

the Office concerned and not a subject for uniform

Agency procedure." The Board acknowledged the

"serious need" for supervisory training within the

Agency adding that it would encourage various

components to develop programs for the improvement of personnel management. 2H (e)

" Draft Memorandum, Lyman B. Kirkpatrick, Chairman, CIA

Career Service Board, to Chairman, Panel on Career Service for

Women, Subject: "Final Report oflhe Panel," 8 January 1954c:::J

I Kef
IMPACT OF THE PANEL

"No supervisor in this Agency in

his right mind is going I()lake a

good stenographer or a darned

good competentjile clerk and say.

well. just because you gal your

B.A.. I don i think you ought to be

doing that work. and we are going

10 make a Case Officer or

Researcher out ofyou. "

- Lyman Kirkpatrick. Inspector

General

After deliberation, the

CSB decided to delete

the following statement

from the proposed draft

because it was considered gratuitous: "It was

particularly gratifying to

note that the Panel

passed up the opportunity to take the easier

course ofstarting with

the assumption that

women were the victims

of an Agency pattern of

discrimination." Verbatim minutes ofthe

28 January session

record that the group did

not think there was any

need for the DCI to further discuss the women's

"problem" since he had

already done so at several orientation meetings. The

IG,Lyman Kirkpatrick, commented: "Everybody in a

supervisory position in the Agency knows that this

Panel has met and the problems they have raised.t'He

therefore recommended that the "burden ofthe proof

go where it should belong, and that is to the Personnel

Office, to see what can be done toward improving the

situation ofwomen, ifsuch needs be done.?"

When asked what concrete improvements resulted

from the 1953 Woman's Panel, a surviving panel

member recalled in 2002 that women were subsequently allowed access to the Agency's gym one

day a week. Another panel member commented

that while Dulles was in support of the panel, she

felt that the rest ofthe CSB was rather offhand.

Moreover, after meeting several times with IG

Kirkpatrick, she concluded: "He was a little less

certain about women. He accepted the panel

29 Ibid. See also, "Minutes of the CIA Career Service Board, 191

" Meet-

~' 28 January I954j . I

u and "CIA Career Service Board, 191

" Meeting" 28 January 1954

I 'I~ . '

"

A surviving panel member

recalled in 2002 that [as a result of

the panel] women were subsequently

allowed access to the Agency's gym

one day a week.

because it had to be done but I

"

don't think he was

very enthusiastic." (M')30

The Chief ofthe Office ofPersonnel's Recruitment

Division, in a memo written in 1971, suggested that

perhaps more substantive short-term results came

from the panel:

The writer recalls that in the mid-50s on

some occasion in a public or quasi-public

address, the then-Director, Allen W. Dulles,

was reported to have replied to a query

from the audience concerning the role of

women in intelligence that it was his experience that women made "fine spies."

Reaction to that comment reached Recruitment Division via the then-Chief, Career

Training Program (then JOT), Dr. Willett

ECJ He, in addressing a Recruiter

Conference that year, suggested that he was

under a mandate to increase the intake of

women professionals in the JOT program.

It is recalled that recruiters, during the next

year or so, did indeed nominate more

women for JOT considerations. However,'

records ofthe Career Training Program do

not reflect any surge in the intake ofwomen

who,since the Program's inception have

averaged about 10% ofthe intake." (U)

lO Higgins Interview, 5 November 2002. (lJYHutehison Interview,

13 November 2002. wr- II See also, Rough Draft titled "On the Status of Women," prepared'

by C/opO fur-DDIPERSfj;lM ulYl971..I ·· ------j-·.· .. I .

13
EPILOGUE

A 1964 report titled "A Look at the Advancement

Record ofthe Alumni from the First 5 JOT Classes"

shows that in 1951 there were 7 women in the first

JOT group, which totaled 41 (only one ofthese

women was still on duty in 1963); in 1952, 120fthe

63 JOTS were women (two were still around in

1963). In 1953, three of a total of 48 were women

with only one still on duty in 1963. Only one

woman was in the 46-person JOT class of 1954, and

she subsequently resigned. The 1955 JOT class had'

five women out ofa total of 44. Ofthe four remaining female JOTS from the 1955 class who were still

employed in 1963, two were GS-12Dcareerists,

ages 39 and 40, and two wereDCareerists, one a

39 year old GS-13 and the other a 34 year old GS11. The author noted that as of 31 December 1963,

the DDP had four women who had reached the

grade ofGS-I5; there were a total of70 female

"careerists" between 30 and 45 years of age who

were grade GS-12 or above in the DDP. On the'

other hand, the Office ofCurrent Intelligence (OCI)

had 14 female careerists between ages 25 and 40 in

grades above GS-ll. 32.(€)

The women's issue did not raise its head again

seriously until the early 1970s when Agency

management-along with the rest ofthe Federal

government-began to tackle Equal Employment

Opportunities (EEO). By that time, society-and

its laws-had changed and the predominantly white

male hierarchy could no longer ignore the demands

of its women and non-Caucasian constituencies.

This also is the period when records show that CIA'

management first seriously addressed the problems

ofits Black employees. For example, it was

32 Untitled "Think Piece," by Terrence cr==J assigned to PRS

February t~: Jllnr 1965j I I The writer ofthe report. perhaps reflecting I960s

mores. broke down a statistical compilation ofthe JOT Class of

October 1964 into two groups: "men" and "girls."

determined in 1971 that while Black employeesmade up 5.1% ofthe overall workforce; only 50 of

these employees had reached a grade ofGS-ll or

higher-up from seven in 1958. To add

perspective, in 1971 Blacks made up 12.9% of the

American population, and held 15.2% of2.6

million civilian federal jobs: 26% of the

Department ofLabor; 21% of HEW, 12.9% of the

Department of State and 5.2% of the Department of

Interior.):" A memo written to the Director of

Personnel, dated 17 March 1972, contained an

attachment, titled "EEO Program Report, CY

1971." The author acknowledged that he had

experienced some difficulty in preparing his report

as many employees were not even aware that the

Agency had an EEO program. However, he

thought that some modest advancement had been

made. One example cited was that the Clandestine

Service had not only begun to appoint women to

various panels and boards, but had also appointed

referents in'the area divisions and staffs to review

the careers of women employees and made

recommendations for reassignment and trainingthe reader will recall this was recommended by the

Women's Panel in its 1953 report. 34.(Sf

By 1972... some

"

modest advancement had been made ...[on recommendations] by the Women's Panel

in its 1953 report.

JJ Memorandum. to Director of

"

Personnel, Subject: "EEO Program

and Related Data Concerning Female and Minority Employees;'

17 March 1.972,1 [sec attachment "EEO Program Report, CY 1971," pp. 2, 9.~

l4 Ibid.. Sec attachment, titled "Recommendations," p. I.

15
The following 1972 chart" shows the status ofwomen personnel at that time:

REPORT ON WOMEN FEDERAL EMPLOYEES IN HIGHER LEVEL POSITIONS

Percent of Women On Duty Compared to Agency On Duty Strength

(GS-12 and Above)

As of30 September 1972

Grade Total on Duty Females on Duty Percent

GS-18 1.85

GS-17 0.00

GS-16 0.82

GS-15 1.35

GS-14 4.16

GS-13 8.25

GS-12 3.84

Total 7.55

The average grade of women at the Agency was

as-7, step 3, as of30 September 1972; the average

age of female employees was 33.8 years. Female

employees made up 7.51% of all grades from

as-12 to as-18 and comprised 31% of the total

work force. 36

In November of 1972, William Colby, who was

then serving as the Agency's Executive Director

and Comptroller, hosted a lunch for a group of

female employees to discuss the issue. Within a

month of the lunch-which was referred to as the

"Lib Lunch"-plans were in process to establish

a Women's Advisory Panel with a Chairwoman,

who would be designated as the Fe~eral Women's

rs "Report on Women Federal Employces in Higher Level Positions," Percent of Women on Duty Compared to Agency on Duty

Strength IOS-12 and Above), as of30 serember 1972,c==::J

I Thc solitary OS-18 was

in the Office ofthe ocr, and thc two GS-16 officers were in the

DDP, No other component had any women super-grades, p, 2.~

" Ibid, p.9,

16

Program Coordinator (FWPC) for CIA. Perhaps

appropriately, Margaret McKenney, who served

on the 1953 Women's Panel, was appointed the

FWPC Chairwoman, and the Agency's Deputy

Director of EEO on 1 July 1973. She held this

position until herretirement in 1976 as a as-15

with 28 years ofservice.J7..(8)

While it is not within the scope ofthis paper to discuss the situation of women employed in today's

CIA, the question, nevertheless, is inevitable,

Although women make up 42'.5% of the 2002

Agency workforce, they are still disproportionately

represented in the senior grades. The following

chart, based on September 2002 figures, is presented as food for thought and further study.

" Memorandum, unidentified author, see attached "Official Routing

Slip," Office of Executive Director, B. Evans, 22 November 1972,

I I~, See also, Memorandum,to Director of Personnel, Subject: "Womcn's Advisory

Panel," 14 December 1972 (JJf. See personnel file for Margaret

l\:1eKcnney, Director of Administration.]

I . 1M '------------'
GENDER REPRESENTATION ACROSS THE AGENCY

FULL-TIME PERMANENT PERSONNEL (FTP) POPULATION DATA

AS OF 30 SEPTEMBER 200238

Grade

GS-Grade

Women

Count Percent

Men

Count Percent

Total

Count

GS-12 53.93 46.07

f----

GS-13 47.93 52.07

- GS-14 36.52 63.48

- GS-lS 28.34 71.66

- SIS-Ol 25.64 74.36

f----

SIS-02 25.44 74.56

r---

S18-03 21.13 78.87

f----

818-04 19.53· 80.47

f----

SIS-OS 18.75 81.25

f----

818-06 20.00 80.00

" Figures provided by HRfS&pD18 December 2002.

17
..... . ,.., ,. . " .

"The Agency will probably always have a small number of executive

jobs which should be filled by women."

-1950s Par Comment

18
ApPENDIX A

.MEMBERS OF THE "PETTICOAT PANEL"

The following was culled from individual personnel files, interviews with surviving panel members, and

with people who were acquainted with panel members. The information is presented as a sampling of the

early Agency's personnel base. Panel members-albeit all of Anglo-Saxon, Celtic or northern European

ancestry-came from a variety of economic and educational backgrounds. They are a good reflection of

the general Agency population of the early 1950s-perhaps because all were chosen by the same predominantly upper class white-males who oversaw the Agency's hiring practices. Quite clearly, the standards of

diversity ofthat era do not meet those oftoday-s-there were no Black, Hispanic or Asian representatives on

the 1953 Panel nor was any notice made ofthis lack by either the panel members themselves or by the

CSB. EEO did not come to the CIA and other federal agencies until mandated by law in the late 1960s and

early 1970s. As for attitudes toward women, although the 2002 statistics presented above show there still

are a disproportionately low number ofwomen in senior management positions, nevertheless, as evidenced

below, gains have been made to ensure that women at the entry level oftoday's CIA have greater latitude in

their career tracks. This was not so in 1953. 0J)

It was a different world in 1953, and what would be deemed completely inappropriate today was considered

the norm then by both men and women. Middle class American women were expected to stay home and raise

children ala "Father Knows Best." Or, if they entered into the intelligence world, they either gravitated-or

were pushed-to the more "feminine" fields ofadministrative assistance or what is called in today's parlance,

human resources. There were no allowances for tandem couples, and it was automatically assumed that a

woman was no more than an adjunct of her husband. In fact, in early years women were expected to go

LWOP or resign when their spouses were transferred overseas. Gender bias was prevalent and one finds both

men and women opining that women were more intuitive and more routine oriented. Therefore, for example

it was widely believed that women made the best code clerks. This was a CIA where Virginia Hall Goillotwho has since been lauded for her outstanding contributions to the OSS war effort-s-was still a GS-14 in 1963

serving as the branch chief of th~ I(see Goillot Fitness Report in

Appendix B). Yet Hall had more sustained wartime experience behind enemy lines than the vast majority of

Agency men, including Richard Helms and William Colby." Virginia Hall Goillot served with the Maquis in

occupied France, and was the first civilian woman to receive the Distinguished Service Cross for "extraordinary heroism in connection with military operations against the enemy." King George VI made her a Memberoft.he Order ofthe British Empire (MBE).40 {S}

In 1953, however, the expectations of women officers were vastly different from today. It was a world

where middle class women had only recently entered the workforce in large numbers-without the advent

of World War II many would have continued at home or been marginalized into working in the traditional

female professions. It was a world where there was no sustained pressure for improvement from the

). Elizabeth P. MeIntosh, interview by OOt.rpe'rceortlilTg;tcc1;l111rg;"VirginiA; 74 'JuneZOOZ~: "Eliiaoc:th'P: 'MCliitcis1i;siiys·liiii"'·"',·-

E. Howard Hunt thought that Hall was shunted to a back-water branch because she had too much real wartime experience and therefore

overshadowed male supervisors who joined the CIA after the war. "They just weren't up to her, and they just shunted her ofT."cwJ .0 See Elizabeth P. Mcintosh, Sisterhood ofSpies: The Womenofthe ass(New York, NY: Dell Press, 1998), p. 149. See also, Gerald K.

Haines. "Virginia Hall Goillot, Career Intelligence Officer,' Prologue. Volume 26. (Winter, 1994), pp 249-260. M

19
majority of women themselves and where there would be no widespread women's movement for another

fifteen or twenty years-it was the pressure of an organized women's lobby and a willingness to go into litigation, which brought about changes to the professional status of women. As one surviving panelist

observed, during the I950s it was best to keep a sense of humor, because things did not change within the

government because of extreme pressure; women would only be resented ifthey pushed for equality.

Moreover, ifthe comments ofthe CSB noted earlier are representative, one can conclude that women had

virtually no male advocates within the Agency hierarchy-except possibly for Allen Dulles himself-who

saw the need to improve the status ofwomen. Women were in no position to speak up. M

Yet the CIA of 1953 had employed many women who wanted to serve, who felt it was their patriotic duty to

do so, and who sought full careers. Many had entered the intelligence world during World War 11, and stayed

on afterward when the CIA was established. At the time ofthe panel, the CIA was still a young organization

and had not yet turned into a full-blown bureaucracy. One gets the impression that during this period everyone was scrambling to meet the challenges ofthe new Cold War threat while at the same time attempting to

define the framework for a permanent intelligence organization. As one panelist recalled: "This was a time

when everyone was still learning his way around and trying to figure out what was really happening." The

women's issue was not a priority for CIA management, and was quickly forgotten once the panel disbanded.

Nevertheless, individual panelists could and did make contributions to the organization. (.l1)

20
PANEL MEMBERS

The following brief cases studies ofthe panelists are presented as another window into

the workforce ofthe early years ofthe CIA. M .

BERTHA HEETH BOND: Bond achieved the highest grade of all ofthe

panel members and retired on disability as a GS16 in 1969. She was born on16 December 1921 in

Monticello, Florida; her father was a dentist in

Sarasota, Florida, her mother a housewife. She

received a BA in Education from Florida State

College for Women; and spoke some French and

Portuguese. During World War II she started as a

GS-l clerk for the Selective Service System in

Sarasota, making $1,260 per annum. She next

worked for the "War-Engineers, Army Map Service" and spent a brief period in Brazil. She

EOD'd with CIA in late 1947 as a GS-7; and was

a GS-13 when she served on the Women's Panel

in 1953; Bond was the panel's secretary. As did

many ofthe other panel members, Bond worked

in personnel throughout her Agency career~it is

clear from the records ofthat time that women

tended to gravitate toward or were encouraged to enter the personnel field

rather than to aspire to the male-dominated clandestine service. Bond married

after her retirement and lived on a working farm and-ranch in Florida untilher

death in 1975. {8j

Bond worked for years as the Executive Officer to Emmett D. Echols, CIA

Director of Personnel. He commented in her 1964 and 1965 fitness reports

that she had been the one person most instrumental in developing and ensuring the passage and implementation of CIA's early retirement legislation. As

he said, "with all due regard to the participation of the Legislative Counsel. ... Miss Bond personally did most of the staff work of research, writing,

creating the form of the formal presentation, and preparing for the Deputy

Director of Central Intelligence the briefing materials which he used in justifying this proposal before the Congressional committee." Bond also was a

back-up witness at the Congressional hearings, and following the enactment

of the bill, responsible for establishing a new Retirement Staff. In 1963 .

Echols wrote that he regarded Bond "as irreplaceable, if not indispensable,"

and characterized her overall job performance as outstanding..(Bt"

41 See personnel file for Bertha Bond, Director ofAdministration.Il- _

~···:I· .."...· ..

,.

."

"11'I

i

'.

21

i
SecretllXl

22

EVANGELINE LOUISE "Vangie" CAWLEY nee MELLA: Cawley was

born on 19 August 1917 in Mandan, North Dakota (near the site where the \

Lewis and Clark Expedition wintered in 1804-1805, and where Sakajawea and

her husband Toussaint Charbonneau first joined the expedition). Her father was

a physician in charge ofmedical research for the Veteran's Administration and

she attended high schools in Palo Alto, California, in Massachusetts and on

Long Island. She studied at Columbia University, but

received her BS in Natural Science from the

University ofMinnesota in 1939; she then did graduate

work in Genetics and Statistics. She was a WAC

during World War 11 and remained in the Army

Reserves until she retired as a Lieutenant Colonel.

Cawley received a30% disability pension for an injury

suffered during World War 11 ($41.40 per month).

During the war she was assigned to G-2 at Army

Headquarters in the Pentagon; with the rank of

Captain, she transferred to CIG when it was first

formed in 1946. By May of 1947 shehad become a

civilian Intelligence Officer in CIG with an annual

salary of$4,902. She first worked as a Requirements Officer for the Office of

Reports and Estimates Staff, then switched to the DD/P. She was a GS-12 in

1949; promoted to GS-13 in 1951, and after ten years in grade as a GS-14 she

was promoted to GS-15 in 1962. At that time she was Chief, Requirements

Branch.Sk Division, DD/P. A memorandum in her file noted that as Chief, she

was "at the nerve center of all clandestine collection operations against the

Soviet target."

When the National Intelligence Programs Evaluation Staff(NIPE) was

formed under John Bross, in 1963, Cawley was appointed the CIA member.

She was serving on the DCI's staff as the Requirements Officer for the Intelligence Community when she was forced to retire in 1974 for reasons ofhealth.

Comments from her performance evaluations include: "subject is the most

substantive and dynamic requirements officer the reviewer" had ever met;

"senior officers of a friendly liaison service with whom she has worked have

described her contributions as beyond anything of its kind known to them."

In 1997 Cawley was nominated for consideration as one ofthe "CIA Trailblazers," in honor of the Agency's 501h Anniversary. Her nomination statement included the comment that "During her entire career, Vangie fought for

fair and equal treatment of our female staff. She was a charter member of the

so-called 'Petticoat Committee' which reviewed the treatment accorded CIA's

female employees." Following her retirement, Cawley worked as a contractor

for CIA's History Staff until her death from cancer in 1975. I I

I . 1~2

42 Personnel file, Evangeline Louis Cawley, Directorate ofAdministration.! .. I

DkSf. See also Nomination for CIA Trailblazers, CIA 50,nAnniversary, 1947-1997, by RoberG U OJ/OSS/

I [dated 14 April 1997, in CSI History Staff Reeords.
"She has an inborn (perhapsfeminine) tendency to resist direction or guidance . . . . "

-1950s Par Comment

AGNES BEATTIE COLLINS: Collins was born in Washington, DC on

1 May 1920. Her father, James Lawton Collins, was a Major General in the

Army, her mother a housewife. Collins's younger brother Michael, was the

command pilot on Apollo 11, the first mission to the moon. Collins attended

Packer Collegiate Institute in Brooklyn, New York from 1936 to 1938 and

received a BA in Italian from Vassar College which she attended from 1938 to

1940. Collins spoke fluent French andltalian-she lived as a child in Italy

when her father was a military attache-and also some Spanish, which she

learned in Puerto Rico during World War II. She worked as a receptionist for

the War Department/US District Engineers in San Juan, Puerto Rico from

1941 to 1942, and then as a research clerk and analyst for the Military Intelligence Services in Miami from 1942 to 1943, at which time she transferred to

the OSS. She continued working, first for SSU and then CIG,serving as a clerk

inl . Ifrom 1946 to 1947. She joined CIA/OSO (Office of Special

Operations) in 1947 as a clerk and had tours inc=J at CIA Headquarters,

and ire=J In 1951 she became an Intelligence (Reports) Officer and worked

for DDP/WE where she

served as chief ofthe CE branch.

'-- ---.J She resigned in 1958

in order to accompany her husband overseas. Her.file contains a notation that

it was "her intent to return to the Agency upon completion of her husband's

tour of duty." However, her personnel file contains no records dated after

1958. Collins was a GS-5 in 1947, GS-7 in 1948, OS-9 in 1951, GS-l1 in

1954, and a GS-12 in 1957. In 1956, the Foreign Intelligence Career Service

Board devised a career service plan for Collins. However, judging by the

memoranda for the record written by both Collins and Chief, Western Eu1rop.e I

(WE), Collins took exception to the career path proposed for her. Paul B

DC/WE noted, "1 realize, of course, that Career Service planning cannot

give decisive importance to individual desires, but it is my very definite

impression that the proposed plan departs so far from her own wishes as to

make it impractical of implementation if employee morale is given due consideration." .(&')43

., See personnel file, Agnes Beattie ColiinsDOireetorate of Administration' I

I ISee Memorandum. to Fl Career Service Officer, Subject: "FI Career Service Plan for

Agnes B. Collins," 25 February 1956. Sec also Hutchison Interview. 13 November 2003.

23
; ",

LOUISE DAVISON nee DICKEY: Davison was born in Baltimore, MD on

4 June 1915. Her father was a Philadelphia architect. She attended Fellowship School in Switzerland, received a BA magna cum laude from Bryn Mawr

College in 1937, and received an MA in archaeology from Bryn Mawr in

1938. She also studied at the University ofBerlin, Oxford University; University College, London; the Sorbonne; the University of

Heidelberg; and the American Academy in Rome. She

worked at the Metropolitan Museum of Art, and joined

the War Department after the outbreak ofWorld War 11,

where she became a specialist on German military personalities. She joined CIG in 1947, switching over to

. CIA when it was formed. She worked in the Office of

Operations/Planning & Coordinating Staff for most of

her career. She entered into Leave Without Pay (LWOP)

status several times in order to give birth to her two sons

and once to accompany her husband, a George Washington University Professor, on his year-long sabbatical at

Robert's College, Istanbul. She resigned in 1965 when her position was abolished. She was a GS 13/8-having been promoted to GS-13 in 1949. Following her death, her husband established the Louise Davidson Lecture Series at

the Archeological Institute of America; the series continues until this day.

Davidson has the distinction of being the tallest ofthe panel-she was 6' I."

It was Davidson who attracted the notice of her supervisor, 1. I

who claimed she spent all of her office time collecting information for the

Women's Panel. Davidson-also worked on contract for the History Staffin the

early 1970s.&4

.:.:

CHARLOTTE JEANNETTE GILBERT: Gilbert, the oldest panel member,

was born on 18 November 1893. Her files contain no records of her life prior to

her joining CIG on 15 December 1946 when she became the Assistant Chief,

.Registry earning an annual salary of$4,902. She was a widow and lived in

Georgetown. She joined 080 when it was formed as part ofthe new CIA and

became the head of the OSO A&S Registry. By 9 March 1950, she was listed

.onthe books as a G8-11 Administrative Officer. As of26 February 1956, Gilbert was a GS-13 Reports Officer, making $9,420 per year: One ofthe panel

. members remembers that Gilbert was a southern lady of the old school, "tall,

very handsome with beautiful manners of a rather formal kind." "Everybody

loved her, but she was an authoritarian-you did it the way she wanted it done."

It was Charlotte Gilbert who established the procedures for the Registry, many

of which are still in effect today.

44 Personnel file, Louise Dickey Davidson, Directorate ofAdministration,I c::::J%j. ---,-----,--------

., Personnel cards for Charlotte Gilbert, Directorate of Administration,

2002.~

'-::-::-=-=---=-= ---'r~). Hutchison Interview, 13 November

24
EVELYN HALL: Hall was born in Arlington, Virginia on 15 July

1912. Her father, a veteran ofthe Spanish-American War, was a carpenter who died of cancer in 1932. Hall graduated from Washington and

Lee High School and had no further academic training. She worked for

the Public Works Administration and the Federal Home Loan Bank

before she joined cal in 1942. Her husband IIwhom she married

in 1938, also worked for ass and CIGI

IHall was a GS-12 when she resignecl.-f8Y '----------'

She was initially hired as an Administrative Assistant and subsequently

became the Deputy Career Service Officer for DDP/PP (Political and

Psychological Staff). Hall joined OPC in November 1949. She was promoted to GS-ll in 1950, and to GS-12 in 1955. When she first joined

OPP in 1948 a memo was sent to Frank Wisner suggesting that Hall

should be the "general factotum" in charge of processing all personnel

destined for overseas assignments. She was also expected to monitor

their subsequent personal needs while on overseas assignments. However, the writer added "until such time as our need for someone working

full-timeon this type of assigrunent is a teal one," we will use her as a

general Administrative Assistant, Obviously the size ofope was so . '.

small at that point that the office only needed a part-time personnel

officer to process overseasassignments-quite different from today's '

DDO·I I

I_--,--,--.--------;::;:;:;-;--.-----.--------.-----,---;;----;;-_.----__~-----,----;-~-:-h-e-co-n:-ti:-n-ue-d:-t-o-=-b-e

paid her GS-II salary, but for "security reasons" no income taxes were

withheld. Nevertheless, she was reminded that under federal statutes she

still was required to report this income. No advice, however, was offered

..on howHall should account for her annual salary of $5,400 to the IRS.

Hall's husband attended the same high school as she, and subsequently

obtained a law degree from Southeastern University in Washington, DC

while simultaneously working at Garfinkel's Department Store where he

worked his wav up from stock boy to salesman. I I

'------- -----.J~

Seerett1Xl

25
26

HELEN HANSON: Hanson was born in Wisconsin on 16 July 1913; her mother

was Swedish and her father of Swedish descent. Her father was the manager of a

milk company in Des Moines, Iowa when she applied to the Agency; her mother

was a house wife. After graduating from St. OlafCollege, Minnesota with a BA in

English and History, she spent a year at the University of

Wisconsin studying library science. Hanson was a high

school English teacher and a Librarian in Wisconsin until the

outbreak of World War II, at which point she joined the

WACS, rising from the rank ofPrivate to Lieutenant Colonel

by the end ofthe war. Hanson was the WAC StaffDirector

in the Mediterranean Theatre; one colleague recalls that she

was thought to have been the third highest-ranking WAC

officer in that theater. She joined the new CIA in 1947 and

spent her entire career as either a Librarian or Administrative Officer with the Office ofCentral Reference (OCR).)

She was Chief ofthe Administrative Stafffor OCR when

she resigned. Hanson was promoted to GS-12 in 1951, GS13 in 1952, and GS-14 in 1955. She resigned as a GS 14 in

1964. She remained active in the Army Reserves until at least 1963. Hanson was

one oftwo Agency nominees for the First Annual Federal Woman's Award and she

was given the DCI's Award, a Certificate ofMerit with Distinction, in 1964, when

she was the Assistant Director for Central Reference in the DDI...{St"

Comments in Hanson'spersonnel file perhaps best encapsulate the prevailing attitudes toward women ihtheCIA during the 1950s (and 1960s). Notes from Hansoh's initial interview on 7 March 1947 observed that.Hanson's time in the Army

illustrated her qualities of leadership (she had been in charge of 1500 women).

However, a notation also was made that Hanson would consider taking a course in

shorthand and typing to qualifyherselffor.en overseas assignment. The interviewer

recorded that Hanson was "vel)' nice 100king."N

Hanson received superlative performance reviews throughout her career. In 1953,

while she was serving on the Women's Panel, her supervisor wrote that she was the

Administrative Officer for the Office ofCollection and Dissemination (OCD) and

was responsible for all administrative support including personnel, budget, etc., for

approJ.{imatelyDpeople. He added: "Miss Hanson could probably handle, and

handle well, any administrative job which needed a woman in the driver's seat." He

concluded: "The Agency will probably always have a small number of executive

jobs which should be filled by women, and it isfor that reason that 1 recommend

Miss Hanson be listed in the Executive Inventory." f81'7

4' Helen E. Hanson personnel file, Directorate ofAdministrationl IColl1. Charles

c==Jeiftter,,;ew-bY".ooC-haniirly,'Virginia;'t8fucembcr2oo2'~:'A'CC6i'01iJgl6'sc.=JwfiO'sFtaiCd"""",·····················

an office With Hanson when he was a JOT in 1953, Hanson was supremely qualified, and well thought of by all who .

worked with her. She was rumored to have been the third highest ranked WAC in World War rr (she also allegedly

lost her fiance in that war). However, when Lawrence K. "Red" Whitewas Director of Administration. he was alleged

to have said when Hanson was promoted to as 13 or as 14 that "that was high enough." White who later became

the Agency Executive Director and Comptroller did not allow his secretary to wear slacks in the office. Hanson, who

was a "terrific golfer" retired in Florida where she died in 1995.(JJi
BTTB;r~!I;' .2l0Jn;tn~tionstO:t' "l'~..JIlher~61,t~L!1tge'~ 0:1: t;h.e

!'$X'8 i::wm:el )\dV'isr)Y:Y 13oarr1

1. Attf.whed h~;x'€tco SJ.'e "bi.;j,g,l~·!l:ph.it:pro~"';l,lf#l on the ';'" noItLiLtl1.!~S Cit"

tilt" lieJf~l.t:;'D1r·eQt,o;r$ f'ox the "I!l!ieri:'ll:::,e:J~~G.t~i(S:r£~" :pO$!itioo, on t:h~ P,zr,::nJlme:l

It.<1vis Ci!'~'30tlJ:·i~1. 1 dQ flCit kl)OMh:rj:Jh({tU:~·.Q(.:e'tIB tbB t1ltirimtl!il :;::(·1,9ctic.u

\;(Ul. be maCe but :rlJii'l1e're an i~()ncep:1;' thtc!; this mei!tihe::r i:r='J in effect,

'l;.h~ Gp~Cla1 N'P:b~;(;e:rrt:at:tve C;l.f' the 'D:il:re<:'tt,~T. If sO~ 'Jrt:ru no dl:ftjbt wj.n

'iI.ttih to t"re,s-tllth 'these ll'Jminititi';::,M t<oj;·he Dire1::'bpr'~'ith yr.:'JUr S1Pt=<<;i;t"1,o

'!'Iue'CllilnJJimds.'tiOUEi •

2. kz ClJah1Ilan cd' tte J'e-r-~an.ne;l Ad.vi.s'I:"J:"Y 1}:'::Yu1'dftll,1'1libh t;0E;~t!.'U t':l

the ,spectfic )JLtl'pose to j)\~ :'If;,r·Yel~. 'b~t th:L£.: nlJ1e,rtfbe'r~u;t ..larg8/'1 'itauJ.;f

I'er;.\Gltlmenct '~7,;r(l uOl!iineef-; St-'oOVl::'the o,~hel'l'1; 6'!,lI,N'ii'ic,B11':l} :r recammer.Hi

El,y,L$e P<'Ige 8lJd'c Helen 11r.:ln~~ on. I 'hav-e '$;LJ)~led (;t(rt tlltn.:;e t:'loa:S"pel,;hEfls

oelngthe JlJ.OlSt ~.::e:l'e6ii:;l've 0.1;)(1 :Ll1:rlt:enc1ng of' the :u~mim.!l€J8a:nd~ a,s. betweem. theeSe two, I :f'(~'{or l.ftsfI 'E~~.n::l,cn )'jec~)e o'f'he:r 'br{)"g-i.'idiois't.rs'tii'i"e

ej~ffl:'lel1ce ~.d, :t~te:t'eG-t;'5. !r~t()lt,;;\:tll Elivi.sli!, :m.It' of' 'J.;be final 8election,t

I "nil1 dlra.:f't; tht~ eppi'opriate.'\itt)hdcy' nobiM.

Em"!iett D.~'r.JC;13

~~x~etQr of P~rscnnel

-'.

27
:1

·"'·.,".:,-:~L

,-,;,' ".

28

ADELAIDE HAWKINSnee MULHERAN: Hawkins was bornon 6 March

1914in Wheeling, WestVirginia. Her fatherwas one of ten children of an Irish

immigrant couple. He workedas a machinist for Wheeling Steel untilhe was laid

off duringtheDepression. He thenworked as a $2 a day bargeman on theOhio

River. DuringWorld War 11, he workedat theAlexandriaTorpedo Factory-now

a majortouristspot-building torpedoes for the US

Navy. Hawkins, whodivorced in 1947, supported her

threechildren and two parents throughout her Agency

career. She was a high schoolgraduate. M

In 1941, Hawkinswas allowed to take a successionof '

US Army SignalCorps extensioncourses in conjunction with her husband,who hadjoined the Corps. She

wassubsequently offeredajob by the nascentCOl as a

GS-3 code clerk. Whenshe enteredon duty 3 December 1941,Hawkinsrecallsher astonishmentat a remark

made by James Roosevelt(FOR's son) who told the

new groupof employeesthat their organizationwould

be very importantonce the nationwent to war-4 days

later the JapaneseattackedPearl Harbor, Hawkins

worked in a unit establishedby Elizabeth -I

Iand a respectedcryp-

--:-to-a-n-al'y-s"--tI~'n-'h-e-r-o-w-n-r~ig-'h--'t-. 'H'a-w-'k~i-ns-sa~id""""th-a-:-t-w-o-m-e-n-w-ere preferredas code

breakersbecause they were thought to be more intuitive. Hawkins' unit was in

the basement of South Building. Hawkins recalls that there was also an experimental animal-laboratory in the same buildingand everyone wasforbidden to

kill any escaped rats. When one day she discovereda white rat on a heating

pipe in her officeshe had to wait until a guard came to return it to the lab. On

another occasion,when General WilliamJ.Donovan visited the code clerks in

thiirbasementfacilities, he complainedabout the generalstuffinessofthe office

. air.,Donovan was told that they couldn't get anyone to come alleviate the situation, Hawkins claims that, shortly thereafter, a smartly tailored leg was seen

kicking in the glass basement window-fresh air was immediately available,

and the window quickly was repairedso it could be opened. Hawkins said that

the early days of Cal and ass were "fun." Most of the DartmouthCollege

Glee Club was recruitedto work in the communications unit of the ass and she

remembersimpromptu song fests. Hawkins acknowledged that for her,part of

the fun was that this was her first entry into"the workadayworld." Prior to that

she had been a housewifeand mother. Hawkinssaid, however, that everyone

thought it was her duty to serve as long as the war lasted. No one would have

dreamt of resigning, unlike in later years when women employeeswere

expected to leave the work force when they marriedor had children..ft1)

Following the war, Hawkins first worked for SSU and then transferredto the

Agency after it was established. Apart from one overseas tour as an area Security Officer inl Ishe spent her entire career in theCommunications Security Divisionof the Officeof Communications: first servingas a Deputy Chief,
thenActing-Chief, and fmallyChiefof theCryptanalysis Section. She retired in

1973as a GS-14/7. The memorandum writtento recommend her for a Career

Intelligence Medal noted: "Mrs. Hawkins' careerhas been truly uniquein many

respects. Not only did she overcome the handicap of being a woman working in

a man's world,but she surpassed the competition and developed into the

Agency's best cryptanalyst. Throughthe years,she has always had the ability to

work with and supervisemen of equalabilitywithoutthe slightesttraceof resentment." She "establisheda professional status at the National SecurityAgency

(NSA) whereshe is highlyregarded as an accomplished authorityin the cryptanalytic field."fS)

In 1956,shortlybefore Hawkinsdid her excursion tourtol Iher supervisor

commentedin her par: "Subject's sex and familycircumstances make her a difficult rotationassignmentproblem in the communications field." Her supervisor

also noted: "althoughMrs. Hawkinshas served for some time as Acting Branch

Chief, this fact should not be considered as a reflectionon eitherher technical or

executiveability. Mrs. Hawkinsperformance of her duties as BranchChief has

alwaysbeen excellent. The positionof Chief of thebranchis being heldopenfor

a man with the mathematical background requiredfor the mostsophisticated

cryptanalytical techniques."{S')

A 17August 1956 CSB for theOffice of Communications discussed Hawkins'

suitability foran assignment as the NATCA Security Officer. The resulting memorandum stated: "Becauseof her sex(which, for example, islimiting in liaisonwith

overseas military commands) andspecialty she doesnotfall in thecategory ofher

othercontemporaries.v.The CSB notedshe"cannotdo the complete Security .

Officerjob in NATCA. However, she willhaveas hervery ableassistant, Mr.

who is now inNATCA and who is wellqualified to performthosefunctionsthatMrs.Hawkins cannotdo suchasliaison with USAF representatives."

Hawkins observed tha~ Idid notappearto have thesamedifficulty of

dealing .With women officers as did the USAir Force; theIIsimply appointed

one of theirfemale employees to serveas hercounterpart.~ .

Hawkinsrecallswhen she attendeda conference! .jshe and another

womanwereplaced by themselves in anotherdormitory s~ thattheywouldbe

separatedfromtheir male colleagues. Once,when she arrivedto participateinan

I.BM~sponsored managementcourse,she was askedby the female, IBM receptionistif she was in the right place since the course was designedfor meriexecutives. Hawkinswryly observedthat while she was never kickedout of meetings,

they"always had thatlook of surprisewhenI showedup." Hawkinsobserved:"

I would have likedto advancefurther, but was near the top of the heap at

Comma. I could have gottenout of Comma, but I had no collegedegree." Nevertheless, "while I wouldhave likeda few moregrades,(theAgency) was always

good for me, took care of me and my family." .(B)48

.. Personnel tile. Adelaide Hawkins, Director of Adrninistrationj ~s). Sec

also Hawkins Interview, 5 November 2002...AA __-..,.__-..,. ----1

SecretliXI

29
MARY ELIZABETH HUTCHISON nee FOLSE: Hutchison was born on 3

October 1911. She was raised in Kansas city where her father was chief ofthe'

Universityof Kansas Veterinary School;her mother was a graduate of the Pratt

Instituteand taught at the Scarrat Bible Training School. Hutchison received her

BA, MA, and PhD. (Archeology)from the Universityof

Missouri. She also studied from 1935to 1936at the

American Schoolof Classical Studies in Athens. Prior

to WorldWarII she worked at the Curts-Folse Labs in

KansasCity, the Lowell Press in Kansas City as a proofreader and editor,and as the Assistant in Curriculum for

the Houston Public School system. Shejoined the US

Navy WAVES in 1942and served until 1946. She

remained in the Navy Reserves until she retired as a

LieutenantCommander. Hutchison was assigned to

Miami during the war where she served as an Iintelligence and Liaison Officer. Her duties included debriefing escapedGerman dissidentsand Jews and liaisonwith

visitingofficialsfromLatin America. She spoke French,

German, Greek, and Spanish. When Hutchison's husband was seconderedto SSU followingthe war and

assigned to Heidelberg,Germany,Hutchisonjoined SSU in 1946so she could

accompany him to Germany. She was first interviewedby Richard Helms, who

offered her a job as a secretary. Hutchison said she refused, observing to Helms

that this was rather a waste ofher abilitiessince she held a doctorate and spoke a

number of languages. Helms a reed and Hutchisonbecame one of the organization's first re orts officers.

North Koreans invaded the south-she recalls that prior to the invasion the US

military refused tobelieve CIA reporting which gave indicatorsof an invasion.

I IHutchison returned to Headquarterswhere she worked for Thomas Karamessines,who later became the DD/O. She had one other overseas tour

inl I When she returned she worked on the Bay of Pigs task force and

laterbecame involved in counterintelligence and with James Angleton. She retired

as a GS-13.jS1

Hutchison's personnel file offers some interestinginsights into how women, and

tandem couples, were perceived in the 19'50s and I960s. In January 1948, the

then-Chief of Station of rttempted for the second time to get Hutchison

promoted from a CAF-8 to a CAF-9. He acknowledgedin a memo that Hutchison

had been offered a job in her field of archeologyand would resign if not offered

more money. The COS cautioned Headquarters that "in consideringthe merits of

this case I trust that you will keep in mind the fact that unless another reports

officer with the subject's ability and speed can be found, we will need at least two

people to replace her," Hutchisonwas promoted in March, 1948. However,she

was not authorized per diem when she returned to the US since her husband was

on military orders. Nor was she allowed any allowances or differentialwhen she'

30
'. ,

'", ,OFFICIAL

'fl<"

DISPATC:H

.A;t:tm 1 1·

)\fJlril;:'lin';,t,f I NG (l • iI. ,,~

I• .f'i'-I-. t .,/~ . t"'; ·~i1~q:/~ .~,.:~ fUJa:..

31
32

served inCJsince it was "determined that subject's presence inl lisprima- .

rily due to a desire to be with her husband." She was promoted in 1950 to a OS-II, to

OS-12 in 1952, and to OS-13 in 1955. Shewas never promoted again, although a number ofmemos in her file extolled her abilities and recommended her for promotion to

GS-14. Hutchison spent most of her career as a supervisor in addition to her reports

duties. One ofher last performance appraisals, written in 1970, perhaps explains why

she continued working despite the lack of recognition: "Subject is one ofthe unfortunately passing breed who are in CIA because they believe in what it is doing rather than

for what it is paying them." I I

Hutchison's file indicates that she was considered an adjunct of her husband, another

CIA staff officer. Her 1959 performance rater observed: "She can make an intelligent

and useful contribution in the operational field, but the choice ofjobs open to her is obviously limited. Subject is married to a CIA staff officer. This, of course, restricts her

availability for assignment." Her 1952 performance evaluation contained a comment

which though highly amusing would no doubt result in a grievance in today's CIA: "She

has an inborn (perhaps feminine) tendency to resist direction or guidance, particularly

when she reels she has not .had a part in the formulation ofthe principles of direction."

To help put the comment into context, it should be noted that during one point in the

1950s, somesections ofCIA fitness reports were not shown to employees; in fact, one

portion ofthe official 1952 fitness report contained the caveat that "under no circumstances is this report to be shown to the employee reported on."

Mary Hutchison noted that both of her parents (and grandparents) had been well educated, and it was just assumed that she and her sisters would have careers and be independent. She acknowledged, however, that this was not the norm in the 1950s, when a

"great many thought it was-well-a little coarse for women to be working here and

maybe just a trifle immoral .... At that point there were a great many women who were

brought up with the attitude that if you were going to work, you will be a secre-

.tary ... very, very few women were trained or encouraged to go into command positions. There were a great many who might have had the ability, but didn't have the

opportunity. Although a lot of girls did go to college they expected more or less to get

married and not necessarily to go into a professional career. Even if they did it was

very difficult, as it is even in today's world, for a woman to get into a positionwhere

she really commands. No matter how capable she is, she will not be able to because

she is female .... Say what you like, it is still just a man's world and it is going to keep

on being so for a good long time." ~9

" Personnel file. Directorateof Administration,j Ipersonnel file for Mary Folse Hutchison.fSf.' See also

HutchisonInterview, 13November 2002. ----
"A charming member ofthe Management Training Team ..

-1950s Par Comment

DOROTHY EMILY "Dottie" KNOELK: Knoelk, who was Chainnanof

the Women's Panel, was born in Boscobel, Wisconsin on 26 December

1909. She joined the Agency in 1951 and spent her

entire career as a Training Officer or Administrative

Officer in the Office ofTraining. She was a GS-14/2 at

the time of her death in 1962, and a GS-12 when she

served as the panel's chairman in 1953. Knoelk grew up

in Milwaukee where her father was a high school principal; her mother was a housewife. She received a BMB

from the University of Michigan in 1931 and an MA in

Elementary Education and Individual Development and

Guidance from Columbia University in 1938. Prior to

joining the Agency, Knoelk worked as a high school

English, Speech, and Drama teacher for Chelsea Public

Schools in Michigan, and for the Milwaukee school system. From 1943 until 1950 she worked for the General

Service Administration in Arlington, Virginia where she

was a Director of a Residence Hall, responsible for the

supervision of 36 staffmembers and 600 women residents. She took a

leave of absence from 1950-1951 to vacation and write...(SJ

In 1952 Knoelk was Chief of the Clerical Training Branch. Her then

supervisor stated in her personnel evaluation report: "I believe that Miss

Knoelk is qualified to handle anyposition, Where women are acceptable,'

in this agency that requiresinitiative, sound planning; skill inhuman-relations, resourcefulness, dependability, and enthusiasm." Her supervisor in

1954 said "she piloted the Women's Panel through its deliberations forthe .

Career Service Board with force and diplomacyand with subst<illf1?1 '.

results ... .111 summary-a thoroughly competent, dependable.jindcharm-.-,

ing member of the Management Training Team." In 1955 Knoelk

devised arid implemented a course of instruction for first-line supervisors

in the Agency. By 1956, her evaluation noted the course was in such high

demand that almost half of its applicants were turned away. Her rating

officer who also addressed her leadership capabilities added: she "has

met and overcome the subtle handicap of being a woman teaching supervisory techniques and attitudes to Agency personnel GS-5 through

GS·14, 60% of them men." ~o

"tlO Personnel file, Dorothy Knoclk, Directorate 6f Administration.i C}st '-------,-----------'

33
/

SeeretllXl

'. ",

34

DOROTHY LEE MCMILLEN: McMillanjoined theAgency in 1947and

workeduntil 1965when she retiredon disability. She was a GS 12-7at the time of

her separationand was assignedto DDS Officeof Personnel, Benefitsand Services

Division,Benefitsand CounselingBranch. Prior to that she

worked for more than ten years in the Regulations Unitof the

Officeof Personnel,until she asked to be reassignedbecause

she consideredthe workuninteresting. McMillanwasborn on

17 August 1905in Osborne,Kansas;her fatherwas an electrician. McMillanattendedKansasWesleyan Collegeof Commerce in Salinas, Kansasfrom 1924to 1925. From 1925until

the outbreak of WorldWarII she held a variety of stenographer positionsin KansasCity,Missouriand in Salinas,except

in 1930,when she had to resignand care for her mother who

was dying of Bright's Disease. She then worked for the Fraternal Order of Eaglesfor ten years making$165per month.

At one period in 1940she held a seriesof temporary jobs earning from $2.50 to $4.00 per day. In 1941,McMillancame to

Washington, DC and began workingfor the Departmentof Statewhereshe worked

until 1947as a clerk and administrative assistant. Her startingsalary with the

Departmentof Statewas $1,440 per annum,she was making $4,149by 1947.At

the time of McMillan's retirementin 1965,she earned $12,380per year, (Tohelp

put the salary into perspective, at the time of hisretirement in 1961 DCI Dulles

earned $21,000;he receivedan annuitywith survivorsbenefitsof$8,732 per

annum)~I.

SYLVIA BECKMAN WARNER,:Warner was born on.l l May 1911 in Naper"

ville, Illinois where her father was president of Beckman Wholesale Roofing

...Company; her mother was a housewife. Warnerreceived a BA in History frorn

Wells College, Aurora, New Yorkin 1933, and then studied Internatiortal Relations for one year at the London School of Economics and Political Science.

Upon her return to the US, she attended the Bryant and Stratton Business College

in Chicago where she studied secretarial subjects for three months. She then

traveled extensively in Europe and the Mediterranean. She briefly owned her

own shop in Dorset, Vermont(1939), did research on a book on the. Civil War

(1941) and held a one-man exhibition of watercolors in New YorkCity in 1943.

She was a member ofthe House of Representatives of the Vermont General

Assembly from 1944 to 1947 (making $400 a session) she also wrote a weekly

column on the VermontAssembly for a "country newspaper." In 1948, she

briefly worked as an editorial secretary for Human Events, Inc., a weekly publication in Washington,DC, but left because she felt the publication was "antisemitic and isolationist." Warner then co-authored "Getting Along with People

in Business" (Funk and Wagnalls, 1950). Notes from her entry interview to the

s' Personnellile, Dorothy McMillen, Directorate ofAdministration.I I~

To help put McMillen's entry level salary with the Department ofState into perspective, in 1943 a federal government survey found that.the typical (non-farm) American annual income was $2,302. Only eight years before, during the Depression, that figure was less than $1,100. Sec Cynthia Crossen, "In Wartime Holidays of the Past,

Patriots Curbed Their Spending;' The Wall Street Journal. 18 December 2002, Section B, p. I. M
Agency in 1947 observed "applicant has never held ajob in her life and

thought that she might be interested in a receptionist position." Warner

joined the Agency in 1949 and worked for the Office of Scientific lntellience in the Press and Publication Review section. I I

'-:::-:;::-::-~ By 1951 she was a

GS-9 Information Control Supervisor in OS!. She went into

LWOP status and then resigned

in 1951. She was rehired in 1952

as a GS-II Intelligence Officer

on the Production Staffofthe

National Intelligence Survey in

OCI; she was promoted to GS-12

in 1953. A notation on her

employee summary worksheet

said that Warner said she "just

adores" her current job. She

resigned in 1955 because of

"increased family responsibilities" and to accompany her husband overseas.

Warner's initial employment application noted that she did not rely upon

her salary for income as she had stocks and bonds.-E8)S2

JEANNE K. LETELLIER: Although Letellier's signature is seen on a

number of personnel actionsin the files ofthe period, little remains of her

own personnel folder. Letellier was born on 17 October 1911 and began

working for the Agency in 1950. She was listed as an Administrative

Officer, was a GS-12 in 1955 and promoted to GS-13 in 1956; no other

records were recovered.'One ofher fellow panelists recalled that Letellier

was well educated; and lived in Georgetown at the time ofthe panel.

Letellier.who requested that both her first and last names be pronounced in

the French manner, had a physical disability and was required to use a

walking aid. ~3

'2 Personnel file, Silvia Beckman Wright Warner, Directorate ofAdmlnistrationj I W . '--------- 53 Personnel sheets, leanne Letellier, Directorate of AdministrationJ'----- ----!

andl ifs1. Sec also Hutchison Interview, 13 November 2002.-t&r

35
36

PANEL ALTERNATES

MARION GORDON SHAW: Shaw was born on 16 September 1920 in Charlottesville, Virginia. Her father was a radio dispatcher for the Virginia State

Police and her mother was a teacher. After graduating from St. Anne's School in

Charlottesville, Shaw attended Vassar College where she received a BA in

English and History in 1941. From 1941 to 1943 she taught, among other things,

Latin at Miss Turnbull's School in Norfolk, Virginia. She

worked as a recruiting representative for the fourth U.S. Civil

Service Region, in Norfolk from 1943 to 1945. When she was

released after the war because ofstaff cuts stemming from the

number ofreturning male veterans, she next found employment

with the U.S. Maritime Commission as a placement assistantonly to be displaced by yet another returning veteran in 1948.

She began working for the Department of State as a personnel

clerk and served two tours in Budapest and Athens. She

resigned in 1950 and came to work for CIA as an administrative

assistant in OREI I

I lIn 1951 she was attached to OCI/Current Intelligence and studying Russian language. By 1953 she was an

intelligence assistant to the Chief and Senior Intelligence

Officer ofOCI's Soviet Staff. She became a full-fledged analyst in that branch by 1968, its acting-Chief by 1968, and Chief in 1969, serving

until 1976, when she was replaced by the Office Director's Executive Assistant.

She finished her career as the Senior Soviet Analyst in the USSR Division ofthe

Office ofRegional and Political Analysis. Her personnel file contains a 1974 .

letter from then-DCl William Colby complimenting her and her branch on their

contributions to the "National Intelligence Daily." A memorandum dated 21

July ·1971 also commended her for her briefing of David Rockefeller prior to his

trip to the USSR. The memo said Rockefeller claimed Shaw's pre-briefsession

.. .was the most useful he had received, including one by Henry Kissinger. ~4

BETH ENID MARKS: Marks, a high school graduate, was born in

Jamestown, New York on 28 June 1915; her father was a furniture salesman, her

mother a housewife. She joined the Agency on 26 September 1947, but resigned.

in 1959 in order to marry a senior officer in the Swiss Foreign Service; she was a

GS-12 atthe time of her resignation. From 1944 to 1945 she worked as a secretary with the OSS and SSU-first in Italy and later in Austria-until 1946 when

the OSS was disbanded. She worked for the Department of the Navy from 1941

to 1944. Prior to that she worked briefly as a furniture salesman in Jamestown,

New York on a commission basis-she noted in her application that she left the

job in 1941 because gas-rationing cutdown the humber of customers. She also

"Personnel file, Marion Shaw, Directorate of Administration,l Interview

with JamesD Hc=Jformer Chief, Europe Division, DOl, by J.~haRttHY;-24-0ctobcr20(Jr.-~-------.-----------------------------
See. elmer

worked as a secretary in Jamestown for weekly salaries ranging from $15 to

$20. Once she joined the CIA, she worked as an Administrative Assistant in

DDP/OSO, Her first overseas assignment was from 1947 to 1950 as the

COS's secretary inl I She returned to work at OPC/EE on

the c=J Desk as a Reports/Operations Officer. She rose from a GS-5 to a

GS-11 between 1950 and 1958, before returning toCJas a Reports

Officer. Back inDshe received another promotion before her resignation

in 1959..(.81'55

t:

- ,

j

-,1

-~l

---,---- ---lShe

devised and implemented a cohesive system for all ofthese employees which

is still in effect today.-fB?

MARGARET MARIE SLUSSER: Slusser was born 28 June 1911 in Trafford, Pennsylvania; she was adopted. Her adopted father was employed as a

works manager at Westinghouse Electric Manufacturing Company. While

Slusser did not obtain a university degree, she attended

several universities, including Carnegie Institute ofTechnoIogy (1928-29) where she studied Business Administration and Psychology; Grace Martins Business College in

Pittsburgh (1929-1930), where she completed ayear's

work in secretarial studies; George Washington University

(1944-1945), where she studied Psychology; and theDepartment ofAgriculture Graduate School (1952), where

she took "Introduction to General Semantics." Prior to

. joining the Agency in 1948, Slusser held a series ofjobs

including: a secretary for the McIntosh Electric Company

in Pittsburgh (1930-193 I); a secretary/sales clerk at the

Joseph Home Company in Pittsburgh; District Office Secretary for the Family Society of Allegheny County (1933-

1942); Administrative Assistant for the Department of the

Navy, first in the BureauofOrdnance, and Iaterthe Bureau

ofShips(1'942-1948). Slusser began her Agency career as a GS-7 Administrative Assistant in the Foreign Broadcast Information Bureau BIB now

known as FBIS. She served tours or extended TDYs in I IBy 1950 she was the Assistant Administrative lcer or a 0

FBlB. She was promoted to GS-9 in 1950, G8-11 in 1951, and G8-12 in

1954-the same year she became the ChiefAdministrative Officer for the

entire bureau. She was promoted to GS-I3 in 1955, GS-14 in 1961 and GS-15

in 1966. Slusser remained the ChiefAdministrative Officer for FBIS until the

time of her retirement in 197I, but was never promote~ain. At the time of

her retirement, FBIS had nearlyeJemployees andUtations-Slusser

managed the administrative support for the entire bureau. Among her many

accom lishments was the establishment of a ersonnel s stem

II Personnel file. Beth Enid Marks, Directorate of Adrninistrationj

----------

D~

" Personnel file, Margaret Marie Slusser, Directorate ofAdministrationjL-- -'

37
38

EMILY JACK: Jack was born in Peoria, Illinoison 27 September 1916. Her

father was a business executive at the Isaac WalkerHardward (sic) Company in

Peoria; her mother was a housewife. She attendedBradleyPolytechnicInstitutein

Peoria (1934 to1936)and SimmonsCollege in Boston where

she'earneda Bachelor's Degree in Business Administration

in 1938;she took graduate classes at American University

from 1948to1951 (Governmentof USSR) and from 1956to

1957 (Far East InternationalRelations). Prior to joining the

Agency in 1949,Jack worked as a file clerk and Chief of the

Records Section at the Officeof Censorship in Chicago from

1942-44. She then worked as an assistantsupervisorof the

Stenographic Branch, a PersonnelOfficer, and finally a

Research Assistant for the United Nations Reliefand Rehabilitation Administration(UNRRA) in Washington, DC and

Europe (1944 to 1949). Jack spent her entire Agency career

in the 01, in both OER and its predecessor organization, the

Office of Research and Estimates. She did economic

research throughouther entire career,and was known as the

premier specialiston Soviet-and East European electric

power industries; she was also an expert on the use of nuclear

energy in both communist and non-communistareas. A memorandum nominating Jack for an award commended her encyclopedicknowledge of the Sovietelectric power industry"probably unsurpassedoutside the USSR." Jack was

promoted to GS-9 in 1950,GS-ll in 1952,GS-12 in 1956, GS-13 in 1967and

GS-14 in 1974. She retired as a GS-14 in 1980.(&)57

"RUTH MURPHY ROBINSON: Robinsonwas born on 18 April1912in

Tennessee; her husband was a unit supervisor in the General AccountingOffice.

. Robinson attended Li~coln Memorial Universityoff and

on between 1929and 1935,but did not obtain her AB

from that school until 1958;she also took night classes at

George Washington University(1935 to 1937)and Catholic University(1959). Her firstjob was as a first-to-third

grade teacher in a small school in Sevier County,Tennessee. She then moved to Washington, DC, to work in the

National Youth Administrationas an assistant/juniorfile

clerk. She joined the COl as a record and file clerk and

continued to work for OSS and SSU. She entered the new

agency in 1947,and in 1951 opted to switch from records

management to personnelwork in OSO. A notation was

made in her 1956performanceevaluation that she should

not be considered for foreign service because her spouse

workedfor another governmentagency. She spent most of

her career in the DDP's Records IntegrationDivision

(RID) and was still serving as an Administrative/Personnel Officer when she

retired in 1970as a GS-12. In 1967a memorandumwas written in support of

17 Personnel file, Emily E. Jack, Directorate of Adl11inistrationl,--~~~ --,~
\ .

-5ecletilxr

"... [she] couldprobably handle, and handle well, any administrative job

which needed a woman in the driver sseat. "

-J950s Par Comment

promoting Robinson from a GS-II to GS-12-she had been in grade since

1952. The memorandum noted that Robinson had controlled the personnel

activities of a division that at times had overDtaffemployees. Robinson was the key figure in developing the RID Professional Trainee Program

for young college graduate analysts who served a two-year tour in RID and

moved to CTP or onward to professional assignments in the DDP. This

pro~ram ':~s the.en.try point for manyofficen: who 'Ub"qgeto uu •••••••••••••••••".~. senior positions 10 the DDP/DDO; graduates included John CJ--------

DOlO; Michael Chief, Europe Division; and David AD01

O. Aldrich Ames also started his career in the Agencyin RID. (8)5ll

MARGARET EARLE "MACK" MCKENNEY: McKenney was

born on 11 August 1916 in Ennis" Texas; her father was a real estate

agent. She graduated from the Ennis Public School System and

obtained her first job in 1938 working as a secretary

at the Ennis Tag and Salesbook Company. In 1940

she joined the US Civil Service and began work at the

War Department for Army G-2 where she worked

until 1946, when she joined CIG. Mckenney spent

her entire Agency career in personnel until her last

job where she served as an Inspector on the IG staff,

and as Deputy Director ofthe Agency's nascent EEO

program.. She was appointed the Agency's first Federal Women's Program Coordinator. In 1974, McKenney's supervisor wrote that she was a major drafter

of the Agency's 1974 EEO Affirmative Action Plan,

a plan "that would both move the Agency in the'

direction of improving a poor EEO performance

record and be approved by a very critical Federal

Director of EEO, who had rejected the Agency EEO plan last year."

McKenney began her Agency career as aGS-7. She received a GS-9

in 1948, a GS-llin 1950; a GS-12 in 1952, a GS-13 in 1956, a GS-14

in 1970, and finally retired in 1976 as a GS-15, which she had been

since 1974. McKenney's personnel file contains a number of memoranda extolling her abilities and recommending her for promotion to

GS-14. Hugh 10Chief of the Covert Action (CA) staff, wrote sev- ,

era I memoranda on her behalf when she was the CA Staff's Deputy

Chief of Support and Personnel Officer. (-8159

$' Personnel tile, Ruth Murphy Robinson. Directorate of Administration,1 I c==::ksi. Ironically, the National Youth Administration for which Robinson worked in the I930s was

known to have had an organized communist presence. See Harvey Klehr, John Earl Haynes, and Fridrikh

Igorcvich Firsov, "The Secret World of American Communism" (New Haven and New York; Yale University Press, 1995), pp. 105-106, footnote 26M. Interview with Michael MD, 21 December 2002.,9J1

'.' 'J~~:"7;-";"1

j

-". !

39
~1

DEBORAH (NMI) VERRY: Verry was born in Worcester, Massachusetts on

8 October 1910; her father was Vice President of the Crompton & Knowles

Loom Works in Worcester, her mother was a housewife. She graduated from

the Ethel Walker School in Simsbury, Connecticut and

received a diploma in History from Sarah Lawrence

College, which she attended between 1929 and 1931.

Throughout the 1930s Verry organized and played in a

number of women's golftournaments and represented

the United States on the US Women's Curtis Cup Golf

Team in 1936; she was presidentofthe Women's Eastern Golf Association from 1939 until 1942. Prior to the

war Verry worked as a case worker for the Worchester

Children's Friend Society from 1933 until 1941: her

personalhistory form stated she worked a 36 hour week

for 45 weeks per year. Verry enlisted in the US Navy

after war broke out and served untiI 1946, at which time

she was a Lieutenant Commander supervising 107 other officers. From April

1947 until June 1948 she attended the Washington-Schoolfor Secretaries to

learn basic secretarial skills. (Well-educated women frequently attended secretarial school in the late 40s and early 1950s. As has been seen, this was the

case even forthose who had held command positions of the military during

World War II.). At the time of Verry's entry onto duty she stated she was not

dependent upon her salary because she owned stocks~

....:

Verry started work in 1948 as a GS-5 secretary/stenographer for ORE. She

transferred to the Office of Scientific Intelligence (OSI) in 1949 to be a GS-7

Information Control Supervisor. She became a GS-9 Administrative Assistant

in 1950 and a GS-II Administrative Officer in 1951. She was promoted to

'. GS-12 in 1952, GS-13 in 1954, and GS-14 in 1965. She died several months

after her last promotion. Her final job was on the OSI's Executive Staff. She

received a number of commendations and one QSI during her career. She

supervisedDpeople in her last job as Chief Administrative Officer for OSl.

-tSJ60

In addition to the women cited above, two others served on the Petticoat Panel:

Sally as a primary member, and SallyMOas an alternate. No personnel records remain for either ofthese two panelists-or they subsequently married and have records filed under their married names.

\

40

" Personnel File, Margaret McKenney, Directorate of Administrationj

~. A former Agency Director of Personnel said he was firsi trained by'--:-cM;-CeK~e-n~n-ey-a-n--'-d-oel-;ai-m-ed-;-;h;-Ce-;I;-Cea~'rn-e-od-m-o-re-.J

from her during this period than at any other time. He said McKenney was one ofthe authorities on Agency regulations-tough but very fair. Citing as one example, he said McKenney arranged for the medical transfer from

~fa young case officer, Porter Goss. (Goss later became Chairman ofthe House Permanent Select Comrmttce on Intelligcncc.) McKenney's treatment ofGoss and his family, based on her knowledge of regulations

and experience, has paid dividends ever since. Interview with Darwin Drcwycr, former Chief of Personnel (SIS4), by JDOon+9'Novcmbcr'2002;Ch1ll1tilly;Vtrgtnta:~-'-""""""'''''''' - -

6. Personnel file, Deborah Verry, Directorate of Administration.l I~
-sect elilxr

APPENDIX B

Appendix B contains an example of a Fitness Report on Virginia HaII Goillot, the recipient of the Distinguished Service Cross for her work with the French Resistance, behind enemy lines during World War II;

Virginia Hall's rebuttal to the fitness report; and a page from her original interview.

Virginia Hall was born in Baltimore, MD on 6 April 1906; her father was a

banker. She attended Roland Park Country Day School in Baltimore, and

was a student at Radcliffe and later Barnard College from 1924-I 926. She

then studied for a year at the Ecole des Sciences Politiques in Paris and two

years at the Konsularakademie in Vienna. She also studied for a short time

at the Universities ofStrasbourg, Grenoble, and Toulouse. She spoke fluent

French, Italian, and German. In 1931 she was hired as a clerk at the American Embassy in Warsaw. She then served in Tallinn, Estonia; Vienna, Austria; and lzmir, Turkey. While in Turkey, Hall was in a hunting accident

which resulted in the loss of her left leg below the knee; she was fitted with

a prosthesis. Because ofthis accident, she was later called by the Maquis "la

Dame Qui Boite" (the Limping Lady). Hall resigned from the State Department in 1939 because of a State regulation stating: "Any amputation of a

portion of a limb or resection of a joint is cause for rejection in the career

field."

Hall traveled in Europe until the war broke out at which time she joined the

French Ambulance Service Unit as a private. When France fell in July 1940

Hall escaped to Great Britain via Spain. She was recruited by the British

Special Operations Executive (SOE) and became the first woman in SOE to

set up resistance units in Vichy France after undergoing fuJJ trade-craft training in weapons, communications, and security. From August 1941 she served under cover as a stringer for

the "New York Post." (The US was still neutral at that time so she could stay openly in Vichy France.)

After the US entered the war, though now classified as·an enemy alien, HaII continued her resistance work

in Vichy for fourteen more months. She established contact with the Maquis and assisted in the escape to

Great Britain of downed allied airmen. She also recruited French citizens and located drop zones for

money and weapons for the Resistance. Hall then escaped by walking over the Pyrenees to Spain, where

she was promptly incarcerated for a brief period in Figueras Prison. When she was released she first

worked for SOE in Spain and then returned to Great Britain. In 1943 she transferred from SOE to OSS as

a second lieutenant (her salary was sent to her mother in Baltimore). She returned behind enemy lines as a

radio operator in March 1944. Because of her artificial leg she could not be parachuted behind the lines,

but entered France surreptitiously via boat. She remained there until after D-Day even though her cover

had been blown during her SOE days when the Germans circulated a sketch of her with the notation: "The

woman who limps is one ofthe most dangerous Allied agents in France. We must find and destroy her."'

After the disbandment of OSS, HaJJjoined CIG and then CIA where she worked until her mandatory retirement in 1966. E. Howard Hunt said, "She was a sort of embarrassment to the noncombat-CIA-types, by

which 1 mean bureaucrats. Her experience and abilities were never properly utilized."?

I Sec Mackintosh, pp 146-165.

1 Ibid. p. /64.

41
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vu xei!let#ld! tbi:; polit'Lerd ~t:tot\ Md, :i~:rUseJX!e' pl'og1'I!lltlI bWi o\t'tu~a.. '~:h<.:a==J ap~1.lrel1:ti~:Y til.<Cuibt this ,iii 1'100 ido&,but one, ·of·

the ctb@r CQ~O Qfrioe~ raiBE~ 8l~h .~~ out~J' at my beiDg given tp1~

Bi$..gs=~.nt tM.t..·.: to.. '".. '\(.'.l'1Igp

.. tbe P8ace'lIit.1if8. ". 11.'. gi.·..'rn.. .'.1" to!lt:ill.l'J.l'.IOthaa'..' Of.. :1'.·.:.tc.·cr,., I ..' l S'Ubse.quo~~ ilaoo tlJne !l.:ti &'tobElr I beJ-~'tO, Xr; .c:.::J

1"e0 .' '. ood M..ss!l'ction. ,goe;tUl'\! awq :r~ rul'ltlticWBGsig:rmiJrttt nfld back

t.o, t}l~ eOlr:f'rerJa:n~l~.j)d(l~l: l'}.!!l;!l1:me,~I.. I

lie 6ti;d;~i1IIlId. (0/1. 'to .LiOl'"k on tM . dO;!lk. tb&Mad cl: .mil:A iffleto be a

r.i!I.. he.. ..r.. d~lt.t'::'l.~;.rig~ .. :.I. ~~l,~tt:.~.~.,~ .. i1l.t'd.'.'.y.',.;:.'.g.~ ~:.~ t.M.. :to .it.I:.•... ..at..~.c ~.;:..r.,. 400 1'!r. '. s.trld toot. I Gti(jg.la~lIort ,dj,ree't4 :to a-.d.in it.

office.' .', so;;:roo d~te~on had oo~nlD!lil.Q li~t ~tik~a pollttO!!l

·~ct,1,on a'ocr fntelllge:moo OI~' ud:r.t5' tbfro ~Qllitltr.:r il(IitiOM1a eu.ch as I

.h8tl i'ecCWl!O'~;! rrliillh"I\d no I.'lJtj:3:igtfliie~t. !a moot riw· Plt1·'bt:J<.s bad

p8.8eOO\o'1th no ~;lJj,g~$ are M dec!i[on en 'iW .~oCm:rntlril.ed pl'~"Ta;Il,I

Qr~i;ijlp ~, !¢$lf!toDproJ'ect fot Fc>11j;.~,~ e.cUon 1M. i.'Will~:OOi!l us:!lng

thiN oonmiry oou,-Q\:1l!l11!l em IOibichMuro nctloncould.be ba~. mp thfln

~m.:e.dfor ilYre1etU;~'.

4-. liuring thlspost. TDY ~d,i;il I ur.i!:er Hr. ~.. Iti~:iS10eJ

to ell intont4! G,ti;l ,!i~eand acctlrQi~ kJ Q't.'~ ~eora.tar.dfng, IIV'O'9'V'<ltt',

'I!l:fIt no M~d;gm:;eDt. d~l~ tb1.e pedod, it 1m, ;rJOl"MT'P '\ld'~ to e.Bdo::

M:.Jto tQ giv~ ltl<1 iIt;. :i'l'1tiJi,g £'01' i,MG tim. C¢Ttlll1nly t~rl9.t1ng,gl~n ,i,:;;

'besaed '01.1 nothing,. ''l'he !"E.QSon. I ·a,:tdllCit· do l'I.01'e orerat1.ot;ii.1Pl~~: or

cr!letlVl:> \/rltit\g ~1,lr1:~ thisp!!rlod 8e91il.1¢~~ tQ ~. Thelre YNI; p(J

p<:,:i"nttn pl.a:nrd:=:g e.rd li'I'1t1~ ttl g, to-tal vacuUID .,. Oi' \1111;U ~. <lieeision

as to 'Ioi!1etittRlI' 01' ~t t() uooertake a r..o11,';:LI;:II~1 ~tton filrlirrt.elJl1gQtI¢,e

p~1!l1 had. bee!ll mSd".JW<.."eVll'l', r que:a.tion ~~~tl.Ue,glf1tiOD that

r ,~eiMitbel' .int~N~ nct"'¢'xpe'l'ieneM in tJ'.g - llCre ;IlJ'ilIdf-

.1wJ.;y j,:i:J pq~t;~(lai aetioTJ.· I \ltUi nril .~J:l i:Dtti'ti6lely :1:ntl3n;$~r1 itith!e

field of :9.etic,D G.m .~ h!ldoor.aiderable e~Z'~nQ~ 1:n it ~D ~ff;irn

¢C$I1I1f,:tO the AGeoe;r .~ my et;l,'1.ic¢ltl.oo at'rl: elJt11"E' writ bt\cl".gl:'OllM revolVe

s-"OU:Jld il;1;1Ch tlCt:1;dtteel; 1tJeludlxgvvii'11~te:t'laf.'1a PM: ani PP l1Ict1.~it!es

tr~ 1941, to 19/.5.

:5, !o >ll1llll ittt!?, ! tiM it allJoat i:Tic:rl>dU.l.ltl tha-tMi-.ee=J~i lIt.'ittctl ·the rit't)l!<SS repl;(r'!: em dle tlla't he e.ppero:m:J.t did.

47
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At~"f2t1'J~i1]~~;?tce&£~~/,,~",~t~.. =~~=== ~~ _

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l:1'!}j)~t tfi1!;'p, --:-!t.'~,; '~'~',\~·d.·(,~,.1;,~ ~:::.L1!;Ml.j:.!~~-:.r~i J:.;r ~'l:;'ait!,:!, l!~~~~j,;-;l :J~itlit.;:f~(l'l:~~

48