190. Memorandum From the Director General of the Foreign Service and Director of Personnel (Laise) to the Deputy Under Secretary of State for Management (Moose)1
- Special EEO Recruitment Effort
As you requested, I have had a small working group prepare a description of how the Special Recruitment Effort would operate, including guidelines for the twelve or so recruiters we would put on the campuses for ten days from mid- to late April (Tab 1), and proposed itineraries (Tab 2). I have a list of those men and women, minorities and non-minorities, who would be best suited to the particular task at hand, and as soon as I have your approval for the recruitment plans, [Page 748] I will enlist them for the effort. We are prepared to move quickly, since the recruiters must start planning no later than April 11, and be en route by April 14 or 15.
The Special Recruitment Effort, with the necessary follow-on to it, highlights the importance of establishing a permanent recruitment officer position. Also, I am considering the feasibility of using Foreign Service Day (April 22) to enlist our retired employees in our recruitment plans, and this too would require careful coordination on a continuing basis by the Department.
SPECIAL RECRUITMENT EFFORT
Goals: The Special Recruitment Effort is one of the actions planned by the Affirmative Action Task Force to respond to the Administration’s commitment to bringing more women and minorities into Government, and to demonstrate the Department’s own commitment to increasing the numbers of women and minorities at the professional level in both the Foreign Service and the Civil Service. It is also a step toward establishing on a long term basis a recruitment network of people on campuses and in community affairs, who would be our talent scouts in the coming years. They would encourage bright young minorities and women to take an interest in the field of international affairs in general, and to consider the Department and the Foreign Service as an attractive and rewarding career option in particular. The network will have to be active and concerned in order to meet our over-all goal; a change in the racial and sex composition of the professional levels of the Department and the Foreign Service.
Description: Initial contact point for recruiters will be the career counseling office. Recruiters would be available for a group meeting with students and for a meeting with the career counselor if requested, but that would not be the primary purpose of the visit. Through the career counselor, recruiters would be directed to and would set up meetings with minority and women professors (“role models”), particularly those in the traditional Foreign Service disciplines (history, government, international relations and foreign affairs, economics, government, business and public administration, journalism and communication). They should meet when possible with deans of minority student affairs and deans of women affairs. They should seek the advice of those they approach as to other valuable contacts (for example with off-campus organizations such as the Urban League or on-campus organizations of minority or female students). Recruiters will have to display imagination and ingenuity in searching out the individuals who will be most useful to the recruitment effort. Former participants [Page 749] in the Scholar-Diplomat Program2 (recruiters will have their names) could be of important assistance not only because they might be enlisted in the recruitment effort but because they might be able to identify the best people on campus for our purposes.
Guidelines: This first effort will concentrate on recruitment for the Foreign Service of both FSOs and FSIOs. Recruiters will explain to the on-campus individual that this Special Recruitment Effort is not a one-time thing; it is the beginning of long-range and continuing efforts to attract talented minorities and women into the Department and the Foreign Service at the professional level. They will ask the on-campus individual to encourage bright and interested women and minority students to explore careers in international affairs and especially with the Foreign Service. Using the information in our recruitment literature, they will emphasize the challenge of the career, including the very first challenge; passing the examinations. The written examination for the Foreign Service is, admittedly, a difficult screen, but bright minorities and women with the proper preparation can pass it. Recruiters should mention the two affirmative action programs, and should be prepared to discuss both of them, but should emphasize entry through the written examination route. Our effort is to reach that pool of minority and female talent that could succeed in the written examination but who seem to be unaware of or disinterested in Foreign Service careers. Recruiters should stress that we are not looking for sheer numbers but are interested in quality. Recruiters should also assure the on-campus people that the Department will be in continuing touch with them for guidance and exchanges of information.
Follow-on: All recruiters will be responsible for preparing a written report with an evaluation of each campus and comments on the individuals they have recruited. Their reports should include recommendations for future courses of action. A representative of the group should be responsible for preparing a general evaluation with recommendations for the Task Force, and should be prepared to meet with the Task Force.[Page 750] [Page 751]
- Source: National Archives, RG 59, Records of the Under Secretary for Management (M), 1977–1978, Box 1, Chron April 1977. No classification marking.↩
- The scholar-diplomat program allowed small groups of associate professors to spend a week at the Department of State observing first-hand the foreign policy process at work.↩
- No classification marking.↩
- No classification marking.↩
- On April 26, Stanley Harris sent a report to Moose about his recruiting trip to Pennsylvania. (National Archives, RG 59, Records of the Under Secretary for Management (M), 1977–1978, Box 3, Chron June 1977)↩