Minneapolis spokesman. [volume] (Minneapolis, Minn.) 1934-2000, 1950-07-07


has had such success in getting
Oriental families to live side
public housing projects?
The answer sounds simple az
given by various members Of the
staff. It boils down to three main
points:
I. The authority took q 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
b change from q segregated to q
nOn-segregated pattern.
Staff Likes Policy
q The staff, from the execu-
tive director down. In sold on the
policy. It's members work as one
IN carrying II out. The policy ap-
pAea. moreover, TO the staff It.
Reaf. Administrative and mainten-
ance staff members include
whites, Indians, Negroes, Japan.
ese, and Chinese.
& gHA has had the cooperA-
ton Of the mayor and other civic
groups In maintaining this policy.
OF course, these points need
application. Charles w. Ross,
sDscutive director. J. r. Adams,
a1hstAnt director and J. r. Nc
Earring. manager Of Yesler Ter
rnce. the authority's s6S-unit low
income project, each emphasized
Do me the importance OF sHA's
never having taken q crusading
attitude on the question Of racial
discrimination.
Al they put Il: '+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
tslt there was no place for dis
elimination in the operation Of a
public enterprise. Contrary TO
those who hold that segregation
IN not discrimination II equal &C.
commodations are provided, we
consider segregation one Of the
most positive expressions Of dis
elimination there In.
Policy Made Plain
we make our nondiScrimina-
ton policy plain TO every appli-
cant. But II In not our job TO
change applicants personal opin-
ions. Our only concern is that
their opinions do not interfere
with the efficient operation Of
cur projects.
whether families Of different
races choose TO become friends
Or not 10 no concern Of manage
ment. They are free TO take our
policy or 60 elsewhere"
OF the e,299 families who have
hved in the projects. only q few
have moved because they couldn't
take It. OF the $3.50 families now
resident, 20 per cent are nom
white. including 1s.S per cent
Negro. These percentages vary
greatly from time to time. No at
tempt IL made 10 preserve q par
tacular ratio.
Rentals are made on the basis
of need. priority Of application,
and availability Of right-si1ed
apartments.
This positive attitude with Q
casual approach, which was un-
animously cited a. Q prime rea-
son for SHA's success, carries
over into every community acti-
witty on the projects. For instance.
TIE staff does not try 70 force In
tegTation In the use Of recreation
a and educational facilities. But
nsfther does II encourage Q seq
rsgated pattern
Interesting Results
The facilities are there to be
used BY all regardless Of race. No
groups using them can exclude
anyune because Of race. At the
same time, individuals can choose
mt 70 participate without fear Of
stigma
Managers Of the different pro-
tsets can cite many interesting
results. Mr.. MeFaFiing has been
gr4ttfied to see how quickly new
eumers 10 this racially integratsd
housing begin TO identity them
selves with the management
positive stand instead Of with any
PEoconcetVed prejOdiceA
He believes that many people
vent race preJudices In order 20
mAtntAtn status among Cheir own
groups. But when they come 70
I've In . group that has . positive
acceptance Of another viewpoint,
chsy tend to identify Themselves