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Size | 79.5 feet of linear shelf space (approximately 48000 items) |
Abstract | The University of North Carolina at Chapel Hill put its first affirmative action plan into effect 1 July 1973. In September of that year, the chancellor appointed an affirmative action officer and advisory committee. Douglass Hunt, who served as the first affirmative action officer, was also vice chancellor for administration. There was no full-time officer or separate Affirmative Action Office until January 1981. In November 1995, the name of the office was changed to Equal Opportunity/ADA Office. The affirmative action officer reports directly to the chancellor. Most of these records are from Douglass Hunt's tenure as affirmative action officer (1973-1981) and as compliance officer for Section 504 of the Rehabilitation Act of 1973 (1977-1986). They provide considerable documentation of the university's efforts to comply with federal regulations prohibiting discrimination in employment and access to programs. Many of the records relate to the development of affirmative action plans. Included are numerous drafts of the plans, as well as supporting data and supplementary reports. In addition, there are affirmative action statements, which are the official reports of searches for faculty and administrative positions, for the period 1973-2006. There are also files pertaining to complaints of discrimination and inequities and files pertaining to the accessibility of buildings and programs for persons with disabilities. A number of files include correspondence with the United States Department of Health, Education and Welfare, the United States Department of Labor, and other federal agencies. |
Creator | University of North Carolina at Chapel Hill. Equal Opportunity/ADA Office. |
Curatorial Unit | University of North Carolina at Chapel Hill. Library. University Archives. |
Language | English |
Processed by: University Archives Staff, May 1995, December 1998, May 2007, July 2008, October 2008
Encoded by: Amy Morgan, May 2007
Back to TopThe following terms from Library of Congress Subject Headings suggest topics, persons, geography, etc. interspersed through the entire collection; the terms do not usually represent discrete and easily identifiable portions of the collection--such as folders or items.
Clicking on a subject heading below will take you into the University Library's online catalog.
Late in 1971 the Atlanta Regional Office for Civil Rights of the United States Department of Health, Education and Welfare undertook a review of the six institutions then comprising the University of North Carolina system to determine the degree of their compliance with Executive Orders 11246 and 11375, which prohibited discrimination in employment on the basis of race, color, religion, sex, and national origin. The review was completed and its findings communicated to the system's General Administration in September 1972. General Administration then directed each campus to submit a plan for an affirmative action program by 20 April 1973.
Chancellor Ferebee Taylor of the University at Chapel Hill appointed an Affirmative Action Program Committee, chaired by Professor John L. Sanders, to draft a plan that would "enable the HEW to find that this institution is in compliance with" the Executive Orders. On 20 April the Chapel Hill campus submitted an interim plan to General Administration. The final plan was approved by Chancellor Taylor and became effective on 1 July 1973.
It provided for (1) hiring goals, (2) an affirmative action officer appointed by and responsible to the chancellor, (3) an Affirmative Action Advisory Committee, and (4) the broadening of recruitment procedures. It stated that hiring searches must "involve strenuous efforts to bring women and blacks of competitive quality into consideration along with whites and males and that the department or school must recommend the candidate (of whatever sex or race) who best fulfills its criteria, and must be able to defend this recommendation."
Douglass Hunt became the first affirmative action officer on 14 September 1973. The Affirmative Action Advisory Committee was appointed at the same time. The position of affirmative action officer was not then defined as a full-time position. It was one of a number of responsibilities Hunt had as vice chancellor for administration, a position to which he had been appointed on 1 July 1973. Chancellor Taylor, in his 14 September memo announcing Hunt's appointment as affirmative action officer, explained that Hunt would be assisted by Susan E. McDonald, assistant to the vice chancellor for administration, and that he would also have direct oversight of the university offices responsible for personnel records and data, namely the University Personnel Office and the Office of the Registrar and Director of Institutional Research.
The Department of Health, Education and Welfare did not approve the university at Chapel Hill's 1973 Affirmative Action Plan. Its official comments on the plan were communicated by the Atlanta Regional Office for Civil Rights to Chancellor Taylor in a letter dated 24 September 1973. OCR stated that, though the plan showed evidence of considerable effort, it did not meet all the requirements of Revised Order No. 4, which was the implementing order for Executive Order 11246 and which instructed institutions to provide a number of kinds of data to document whether they were underutilizing women and minorities in various job categories.
On 1 February 1974 the campus submitted an expanded Affirmative Action Plan; it also submitted, separately but at the same time, detailed supplementary data on the availability of women and minorities as well as salary and utilization analyses. The university had to compile these availability data because there were no national availability data published at that time. OCR found the 1974 plan "a considerable improvement over past efforts" but still inadequate in a number of areas. The 1974 plan was drafted by the Affirmative Action Working Committee, chaired by Susan E. McDonald.
Subsequent plans were drafted by Douglass Hunt and his staff; and they were subject to some of the same criticisms by OCR as the earlier plans. The central issue was the unit-level at which utilization analyses should be made and hiring goals set. The university argued for division-wide or school-wide goals, maintaining that departmental goals were unrealistic. Ongoing negotiations between the campus and OCR concerning affirmative action in hiring were further complicated by the Department of Health, Education and Welfare's dispute with the University of North Carolina system over racial duality, which ended in an administrative proceeding (University of North Carolina v. United States Department of Education et al.) and a consent decree.
Another of Hunt's responsibilities was to assure the university at Chapel Hill's compliance with Section 504 of the Rehabilitation Act of 1973, which required academic programs and facilities to be accessible to persons with disabilities. He retained this responsibility for several years after Gillian T. Cell succeeded him as affirmative action officer in 1981. Not until 1 February 1986 did Chancellor Fordham relieve Hunt of his 504-compliance duties and assign them to Affirmative Action Officer Robert J. Cannon.
At the time of Gillian Cell's appointment in January 1981, the position of affirmative action officer became full-time and an Affirmative Action Office was created. In November 1995, in conjunction with a campus administrative reorganization, the name of the office was changed to Equal Opportunity/ADA Office. A complete list of the individuals who have held the position of affirmative action/equal opportunity officer is given below.
1973-1981 | Douglass Hunt |
1981-1983 | Gillian T. Cell |
July-October 1983 | Benjamin E. Rawlings, Acting |
November 1983-August 1984 | Harold G. Wallace, Acting |
August 1984-December 2005 | Robert J. Cannon |
January-March 2006 | Glenn George, Acting |
March 2006- | Ann E. Penn |
Most of these records are from Douglass Hunt's tenure as affirmative action officer (1973-1981) and as compliance officer for Section 504 of the Rehabilitation Act of 1973 (1977-1986). They provide considerable documentation of the University of North Carolina at Chapel Hill's efforts to comply with federal regulations prohibiting discrimination in employment and access to programs. Many of the records relate to the development of affirmative action plans. Included are drafts of plans, final plans, correspondence concerning their development and implementation, reports pursuant to the plans, and data gathered by the campus in conjunction with the plans (availability data, salary and utilization analyses, and applicant flow data). In addition, there are affirmative action statements, which are the official reports of searches for faculty and administrative positions, for the period 1973-2006. There are also files pertaining to complaints of discrimination and inequities and files pertaining to the accessibility of buildings and programs for persons with disabilities. A number of files include correspondence with the United States Department of Health, Education and Welfare, the United States Department of Labor, and other federal agencies.
Back to TopArrangement: Alphabetical by filename; individual files arranged chronologically.
This series contains general materials related to the University of North Carolina at Chapel Hill's affirmative action program. Included are correspondence, committee files, policies and procedures pertaining to the interpretation and implementation of the campus Affirmative Action Plan. Most of the correspondence is among campus administrators; some is with North Carolina state agencies and other universities. This series also contains files related to complaints of discrimination against campus departments. The actual affirmative action plans, data, and official affirmative action reports and statements are contained in Series 2 and 3. Correspondence with federal agencies about the plans and about university compliance with federal legislation prohibiting discrimination is contained in Series 4 and 5.
Arrangement: Arranged in three subseries: Plans and Reports Pursuant to the Plans; Additional Data; and Additional Reports by the Affirmative Action Office.
Series 2 contains the affirmative action plans developed by the University of North Carolina at Chapel Hill, beginning in 1973. In many cases, particularly in the early years, there are drafts as well as copies of the final plans. Also contained in this series are the annual reports of progress made under the plans. In 1974 and 1975 the plan and report were issued together as a single document; thereafter, they were issued separately. The plans and reports pursuant to them are included in Subseries 1 below.
The reports contain numerous statistical tables. The United States Department of Health, Education and Welfare, however, required the campus from time to time to submit additional statistical data. Data submitted along with a particular affirmative action plan (such as availability data and utilization analyses) are also included in Series 1 and are listed under the appropriate plan as supplementary data. Other data maintained for affirmative action purposes (such as applicant flow data and faculty profile data) are included in Subseries 2. Subseries 3 contains various other reports produced by the Affirmative Action Office.
Arrangement: Chronological by plan.
A note concerning the data in this subseries: To avoid unnecessary duplication, statistical tables, etc. that were exactly duplicated in the final versions of the plans and reports have been weeded out of the data files listed below. Thus the data in these files differ, either in format or level of detail, from those contained in the final plans and reports. For instance, a number of the files contain departmental-level projection data, which the final plans and reports summarize by school or division.
Arrangement: By format.
Box 2:6 |
Affirmative Action Reports: Reports, October 1973These Affirmative Action Reports consist of detail and summary profiles of all faculty and EPA non-faculty employees, listed by department. Detail profiles list employees by name and give race, sex, salary, date of first appointment, and highest degree earned as well as other information. |
Box 2:7 |
Affirmative Action Reports: Reports, March 1974These Affirmative Action Reports consist of detail and summary profiles of all faculty and EPA non-faculty employees, listed by department. Detail profiles list employees by name and give race, sex, salary, date of first appointment, and highest degree earned as well as other information. |
Box 2:8 |
Affirmative Action Reports: Reports, 30 September 1974; 30 September 1975These Affirmative Action Reports consist of detail and summary profiles of all faculty and EPA non-faculty employees, listed by department. Detail profiles list employees by name and give race, sex, salary, date of first appointment, and highest degree earned as well as other information. |
Box 2:9 |
Affirmative Action Reports: Reports, 30 September 1976 (Detail); 30 September 1977 (Detail); 21 July 1978 (Summary)These Affirmative Action Reports consist of detail and summary profiles of all faculty and EPA non-faculty employees, listed by department. Detail profiles list employees by name and give race, sex, salary, date of first appointment, and highest degree earned as well as other information. |
Box 2:10 |
Affirmative Action Reports: Reports, 30 September 1978 (Detail); 30 September 1979 (Detail)These Affirmative Action Reports consist of detail and summary profiles of all faculty and EPA non-faculty employees, listed by department. Detail profiles list employees by name and give race, sex, salary, date of first appointment, and highest degree earned as well as other information. |
Box 2:11 |
Affirmative Action Reports: Reports, September 1980 (Detail)These Affirmative Action Reports consist of detail and summary profiles of all faculty and EPA non-faculty employees, listed by department. Detail profiles list employees by name and give race, sex, salary, date of first appointment, and highest degree earned as well as other information. |
Box 2:12 |
Applicant Flow Data: General, 1975-1977 |
Applicant Flow Data: Departmental Data: Academic Affairs, Division of: EPA (Faculty and Non-Faculty), 1976/77 |
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Applicant Flow Data: Departmental Data: Academic Affairs, Division of: EPA Non-Faculty, 1973/74-1979/80 |
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Applicant Flow Data: Departmental Data: Academic Affairs, Division of: Faculty (all), 1973/74-1975/76 |
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Applicant Flow Data: Departmental Data: Academic Affairs, Division of: Fixed-Term Faculty, 1976/77-1979/80 |
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Applicant Flow Data: Departmental Data: Academic Affairs, Division of: Tenure-Track Faculty, 1976/77-1979/80 |
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Applicant Flow Data: Departmental Data: Health Affairs, Division of: EPA Non-Faculty, 1973/74-1979/80 |
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Applicant Flow Data: Departmental Data: Health Affairs, Division of: Faculty (all), 1973/74-1975/76 |
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Applicant Flow Data: Departmental Data: Health Affairs, Division of: Fixed-Term Faculty, 1976/77-1979/80 |
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Applicant Flow Data: Departmental Data: Health Affairs, Division of: Tenure-Track Faculty, 1976/77-1979/80 |
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Applicant Flow Data: EPA Employment Changes, 1974-1980(monthly reports from the Registrar's office listing new hires, resignations, non-renewals and other employment status changes for faculty and EPA non-faculty plus miscellaneous lists) |
Arrangement: Alphabetical by title of report.
Arrangement: Alphabetical by department name, then chronological.
Included in this series are the official reports of the results of searches for faculty and EPA non-faculty positions. These Affirmative Action Statements document how each search was carried out and record the race and sex of each applicant. Also included are numerous Memoranda in Lieu of an Affirmative Action Statement, which were filed for reappointments and for certain hires not requiring a search, such as part-time, temporary, and joint appointments. Documents in this series are arranged according to the department, office, or school hiring. Within each departmental file, all documentation related to a particular person has been collated. The inclusive dates given reflect dates of initial appointments, not subsequent reappointments.
Arrangement: Arranged in four subseries based on the federal agencies responsible for enforcement of compliance: United States Department of Health, Education and Welfare; United States Department of Labor; United States Equal Employment Opportunity Commission; and Other Federal Agencies.
The 1960s and 1970s saw the enactment of a number of federal laws, as well as the issuance of executive orders, prohibiting discrimination in employment and education on the basis of race, color, religion, national origin, sex, age, or disibility. Responsibility for the enforcement of these laws was spread over several federal agencies, including the United States Department of Health, Education and Welfare, the United States Department of Labor, and the United States Equal Employment Opportunity Commission. Included in this series are files related to the interactions between these agencies and the University of North Carolina at Chapel Hill (and, to some extent, the University of North Carolina system) chiefly regarding compliance with federal regulations concerning discrimination based on race and sex. Series 5 includes files regarding compliance with regulations concerning discrimination based on disability.
Executive Order 11246, issued in 1965, and Executive Order 11375, issued in 1967, together prohibited discrimination in employment on the basis of race, color, religion, national origin, or sex. They required all federal contractors with contracts of $50,000 or more and 50 or more employees to implement affirmative action plans, including numerical goals and timetables. Institutions of higher education receiving federal funds were considered contractors. The United States Department of Labor had overall responsibility for the enforcement of the orders but delegated oversight of higher education to the Office for Civil Rights of the United States Department of Health, Education and Welfare. OCR was also responsible for enforcing Title IX of the Education Ammendments of 1972, which prohibited discrimination against students or others on the basis of sex and had major implications for the funding of women's athletics at colleges and universities.
Included in this subseries are files related to the interactions between the United States Department of Health, Education and Welfare and the University of North Carolina at Chapel Hill (and, to some extent, the University of North Carolina system) regarding the requirements of Executive Orders 11246 and 11375 and Title IX. The general files contain correspondence between university administrators and the Office for Civil Rights of the Department of Health, Education and Welfare's regional office in Atlanta, Ga., concerning the university's affirmative action plans and the data contained in them. They also contain correspondence among university administrators concerning the university's efforts to comply with OCR's directions along with copies of numerous federal regulations. Negotiations between the campus and OCR concerning affirmative action in hiring were complicated by the Department of Health, Education and Welfare's dispute with the University of North Carolina system over racial duality, which ended in an administrative proceeding (University of North Carolina v. United States Department of Education et al.) and a consent decree. This subseries includes a few files concerning the Administrative Proceeding.
The Office of Federal Contract Compliance of the United States Department of Labor had overall responsibility for the enforcement of Executive Orders 11246 and 11375 but delegated oversight of higher education to the Office for Civil Rights of the United States Department of Health, Education and Welfare. At the same time the OFCC was responsible for promulgating and interpreting the rules under which OCR worked. By the mid-1970s, OCR was threatening to block research grants to institutions of higher education whose affirmative action programs it found deficient, and higher education institutions were appealing to the Department of Labor for a revision of the rules. The files on the Office of Federal Contract Compliance Programs in this subseries contain materials related to these issues.
The Wage and Hour Division of the Employment Standards Division of the United States Department of Labor was responsible for the enforcement of the Equal Pay Act of 1963 as amended by the Education Amendments of 1972. The act prohibited discrimination in salaries on the basis of sex. On 1 July 1979 responsibility for enforcement was transferred from the Wage and Hour Division to the United States Equal Employment Opportunity Commission. The majority of the files in this subseries relate to an investigation begun by the Wage and Hour Division in 1977 of the salaries of EPA non-faculty employees at the University of North Carolina at Chapel Hill.
The United States Equal Employment Opportunity Commission was responsible for enforcing Title VII of the Civil Rights Act of 1964, which prohibited discrimination in all aspects of employent on the basis of race, color, religion, national origin or sex. On 1 July 1979 EEOC also assumed responsibility for enforcement of the Equal Pay Act of 1963 as amended by the Education Amendments of 1972. EEOC attempted to achieve conciliation between employers and employees (or applicants) who filed complaints of discrimination. The majority of the files in this subseries relate to complaints of discrimination against various departments of the University of North Carolina at Chapel Hill. Names of complainants have been redacted.
Box 4:4 |
General, 1973-1981 |
Complaints, 1973-1982(names of complainants have been redacted) |
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Higher Education Staff Information, 1974-1977; 1979(EEO-6 Forms) |
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National Organization of Women, 1974-1977 |
Files in this subseries relate to the University of North Carolina at Chapel Hill's relations with federal agencies not included in Subseries 1-3 and to federal rules and regulations in general.
Box 4:4 |
Federal Rules and Regulations: General Discussion of, 1973-1976 |
Federal Rules and Regulations: Assurance of Compliance, 1965; 1974-1978 |
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United States Commission on Civil Rights, 1977 |
Arrangement: Arranged in two subseries based on the relevant section of the Rehabilitation Act of 1973.
Files in this series relate to the University of North Carolina at Chapel Hill's efforts to comply with the Rehabilitation Act of 1973, which dealt with employment of the handicapped and with access to educational programs and facilities.
Section 503 of the Rehabilitation Act of 1973 required employers to implement affirmative action programs to employ and advance in employment qualified handicapped individuals. Its enforcement was the responsibility of the Office of Federal Contract Compliance of the United States Department of Labor. Files in this subseries relate to the university's efforts to comply with Section 503.
Section 504 of the Rehabilitation Act of 1973 required institutions of higher education, among other, to make their programs and facilities accessible to handicapped individuals. Its enforcement was the responsibility of the Office for Civil Rights of the United States Department of Health, Education and Welfare, but it as not until 1977 issued the relevant regulations. At that time, Chancellor Fordham designated Vice Chancellor for Administration and Affirmative Action Officer Douglass Hunt as the 504 compliance officer for the campus. Hunt worked with staff in the Division of Student Affairs to identify resources to provide equipment and services for handicapped students.
Files in this subseries relate to the university's efforts to comply with Section 504. More of them deal with building accessibility than with programs. Of particular interest are files concerning a 504 compliance review of university buildings initiated by the Office for Civil Rights in the early 1990s in response to a complaint about accessibility.