St. Paul recorder. [volume] (St. Paul, Minn.) 1934-2000, 1958-08-01

izens In order that these principles
shall be put into practice.
II has been the experience Of the
Commission chat. when fellow en-
lployees and customers become ac-
quainted with a new worker, they
usually win accept him on the
basis Of his individual merits re-
gardless OF his race, religion or
national origin. This fact can be
presented most effectively TO those
who make employment policy by
acquainting them with the exper-
fence Of other employers who have
successfully integrated workers Of
different racial, religious and ma.
tionai backgrounds"
The Commission recognizes its
responsibility for securing compli-
ance with fair employment policies
throughout the state, including
areas where minority group work
ers have not yet sought employ
ment and SEXUAL instances Of dis
orimisation have not yet arisen.
Therefore. the Commission con
cludes that Il has a tremendous
educational fob 10 do before every
individual In Minnesota can be as
sured OF an opportunity for EN-
ployment on the basis Of his quail
ifications and without discrimina-
ton because Of his race. religion
or national origin"
The Commission calls attention
to the fact that II Is unlawful TO
ask questions about race. religion
or national origin on application
forms or in employment inter
views. During 1857, a Pre-EmpIoy-
ment Inquiry Guide was prepared
and broadly distributed TO secure
compliance with this provision OF
the law. This Guide includes the
information that a photograph
cannot be required In advance OF
employment, since Il tends TO
Identify the race OF the applicant.
In carrying out It's positive pro-
gram 10 secure compliance with
the law, the Commission and staff
members filled speaking engage
ments with civic and community
organizations, including appear
ances ON radio and teIevision pro-
grams Individual conferences were
held with rs employers and the
leaders OF 10 labor unions to sec
ure the establishment Of fair EN-
ployment policies. entirely apart
from the investigation and concln-
alton OF complaints. Jointly with
the Minneapolis and 81. Paul Com
missions, conference was held
with representatives OF 20 employ.
ment agencies TO be followed by
individual conferences with these
agencies during 1868.
Between January and Decem.
Der 81, 1857, the Commission has
received a total OF 90 complaints
OF violation OF the law. or these.
10 concerned individuals who be-
leved they had encountered dis
elimination IN employment, 30 in
volved Illegal prc-employment In
qulries and ? related TO discrimln-
atory advertising The Commission
was able 10 solve all OF these prob
lens through the processes OF CON
ference and persuasion. one case
filed earlier had 10 be carried 20
the second stage provided by the
Law and presented 10 a Board OF
Review for a public hearing during
1857, The Board found that dis
elimination had been practiced and
ordered positive steps taken to
eliminate Il. The respondents app
peal from this decision L. now
pending in the District Court.
Jointly with the Governors
Human Rights Commission, ciu-
gems advisory committees have
been established In IS major labor
market areas IN the state,
These committees are serving as