The Northwest enterprise. [volume] (Seattle, Wash.) 1931-1952, 1948-07-21
EMPLOYING NINORITIES SUCCESSFULLY
QUESTIONS AND ANSWERS


prepared by the American Friends Service committee)
sA1 What is the first step in employing minorites sue
cessfuly? Seo rs eeliaisa y E. 'aea aeei
Management must be completely sold on the principle
Of employment merit This cannot be over-emphaszed
Top executives must take firm stand t.uo a -
2 Should discuss the matter with supervisory
force before we hire members of a minority group?
Yes. The supervisory force should have much in
formation as possible about minority groups
B. How can the Union help? af4 81 Is l-as s.f s.e1
Most unions have adopted nondiscrminatory resolu-
TONS In many organizations the unions have played a
major part the successful Indignation of minority
into industry If there is union in the plant its coopera
ton should be enlisted before the first member of the
minority group is hired. Raae tasGsea
A. Should we hold special meeting to inform all en-
ployes regarding company policy?
The statement of the firms policy non-discrimna-
ton in employment probably should not be made the
of special meeting special bulletin but should be
included in a regular meeting or bulletin 3sa
s. What action should be taken i the management is
willing to hire minorities but the employees not?
Many firms believe that employees will object if Ne
gr0es Jews and sometimes Catholics Proteants are
employed Personnel directors have found time and again
that very small percentage of their fears mateaze in
this connection. This invariably true where the board
of directors goes record to support FEPC in the spirit
we'll in the letter of the law. Employees who object
should be allowed to separate from the firm 81 g
s. How should we select first employees of given
minority group and in what kind of job should the first
members of minority groups be placed? e6sass
They should be selected and placed basis of quail
fcatons Conditions in own plant the determin
ing factors
Here is what other organizations have done
ITS "A leather goods company placed Jewish secre
tary the office to demonstrate to the whole plant that
the factory employees not being asked to do anything
that the management group not willing to do.
b-A utility corporation placed Negro girl at the in
formation desk so that discriminatory employ
ment policy was demonstrated to all Corners.
c-An aircraft firm placed Posh-Catholic stenogra-
pher in the employment office for the same
d-A large organization selected group of Negroes
be started several levels period of months
a stenographer, a librarian, file clerk, etc.
"a general manager of large industry took the
first minority group member employed by the firm to the
department in which he to work He, thus demon
srated completely his approval of the plants fair en-
ployment policy
z Is it advisable to start employing members OF the
minority groups by manning whole department of the
same group?
According to best national experience their initial dis
trbuton through the firm two three to large depart
ment. has proved successful.
g. Should we demand physical examination of all mi
norty group applicants?
Physical examinations for everyone rapidly becom-
ing standard procedure Plants where minority group
members are successfully employed do not ask these APP
plcents to take physical examination not required of
every other applicant for the job in question
Will we have to provide separate service facilities
for Negroes?
No separate facilities will only create problems which
must be solved later should be remembered that there
are no separate facilities public schools theatres res
taurants public buildings department stores, ETC.
TO- Should members of minority groups receive treat