St. Paul recorder. [volume] (St. Paul, Minn.) 1934-2000, 1950-07-07

"How Gomez" is frequent,
has had such success in getting
Oriental families to live side
public housing projects?
The answer sounds simple as
given by various members of the
staff. 1t boils down to three main
points:
1. The authority took a posi-
tive attitude of no discrimination
and no segregation because of
race or nationality from the very
beginning. Thus it avoided the
problem authorities in certain
other cities are having in trying
to change from a segregated to q
non-segregated pattern.
Staff Likes Policy
2. The staff, from the execu-
tive director down, is sold on the
policy. Its members work as one
In carrying it out. The policy ap-
plies, moreover. to the staff it.
self. Administrative and mainten-
ance staff members include
whites, Indians, Negroes, Japan
csc, and Chinese.
3. SHA has had the coopera-
ton of the mayor and other civic
groups in maintaining this policy.
OF course, these points need
amphfication. Charles w. Ross,
executive director, ]. r. Adams,
assistant director and ]. r. Nc
Farling, manager of Yesler Ter
race, the authority's S68-unit low
income project, each emphasized
to me the Importance of SHA's
never having taken a crusading
attitude on the question of racial
discrimination.
As they put it: Our job was to
house war workers, then veter-
ans. We have tried to stick to our
job and not be drawn into promo
ting race relations.
From the start, the authority
felt there was no place for dis
elimination in the operation of a
public enterprise. Contrary to
those who hold that segregation
Is not discrimination if equal &C.
commodations are provided, we
consider segregation one of the
most positive expressions of dis
elimination there is.
Policy Made Plain
I'VE make our nondiscrimina-
ton policy plain to every appli-
q cant. But it is not our job to
change applicants personal opin-
ions. Our only concern is that
their opinions do not interfere
with the efficient operation of
our projects.
Whether families of different
races choose to become friends
or not is no concern of manage
ment. They are free to take our
policy or go elsewhere"
OF the 26 ,299 families who have
lived in the projects, only a few
have moved because they couldn't
take it. OF the $3.50 families now
resident, 20 per cent are nom
white, including 1853 per cent
Negro. These percentages vary
greatly from time to time. No at
tempt is made to preserve a par
tcular ratio.
Rentals are made on the basis
Of need, priority Of application,
and availability of right-sized
apartments.
This positive attitude with a
casual approach, which was I'M
animously cited as a prime rea-
son for SHA's success, carries
over into every community act-
witty on the projects. For instance,
the staff does not try to force in
tegration in the use Of recreation
al and educational facilities. But
neither does it encourage a seq
regated pattern.
Interesting Results
The facilities are there to be
used by all, regardless of race. No
groups using them can exclude
anyone because of race. At the
same time, individuals can choose
not to participate without fear of
stigma.
Managers of the different pro-
jects can cite many interesting
results. Mr.. McFarling has been
gratified to see how quickly new
corners to this racially integrated
housing begin to identify them
selves with the arrangements
positive stand instead of with any
preconceived prejudices.
He believes that many people
vent race prejudices in order to
maintain status among their own
groups. But when they come to
live in a group that has a positive
acceptance of another viewpoint,
they tend to identify themselves