ABSTRACT
In 1968, the board of regents adopted a statement endorsing affirmative action employment, and as early as 1969 the administration was considering steps that would give the statement practical force-steps such as nationally advertising all academic positions. The memos of 1971-72 required each administrative unit to name its own equal employment opportunity officer, who was to push to hire more women and minorities. Once a department had set its goals, it was free to hire but was supposed to open its vacancies first to qualified women and minority candidates. In practice, the policy of opening vacancies first to qualified women and minority candidates was interpreted quite differently for civil service positions than for academic jobs. The civil service affirmative action program measured success by the actual hiring of women and minority persons. Regardless of HEW, the University of Minnesota could have compiled information about the effects of the affirmative action program.
