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News—Review - July 1, 1971, URBAN LEAGUE REPORT As a community service the News-Review will priht the entire text of the report and recommendations of the National Urban League concerning the causes of the events of May li, 1970. It should be made perfectly clear that the text of this report has not been edited or otherwise altered in anyway. Since the report is too lengthy to be printed in one issue, we will print it in a weekly series. We urge you to read it and carefully consider the information found therein so that we may begin to work seriously toward meaningful progress in race relations and human dignity. SPECIFIC SUMMARIES and RECOMMENDATIONS EMPLOYMENT Summary The Public Sector Local government has been slow in realizing the need for affirmative programs to recruit and upgrade minority group members for jobs in which they are inadequately represented. Likewise, local government has faltered in taking positive action to remove those restrictive barriers to minority group employment within their own offices and departments. This has exacerbated the alienation of black and other minority citizens from local government, and also has created a problem of credibility for employers in the public and private sectors. In many instances, departments of local government whoencourage equal employment opportunity in the private sector have not affected the same kind of change within their own departments, and, in some instances, have more restrictive barriers and fewer black employees in positions of responsibility than their private sector counterparts. It is evident that some change, emanating from “Father Time”, individual and group initiative has occurred, yet there is still too much evidence in Augusta of historical patterns in which minority peoples are the last to be hired and the first to be fired and are disproportionately represented in the lower echelons of the labor market. It was found that major private employers tended to conform to local discriminatory practices thereby perpetuating racial discrimination in employment. In terms of hierachy and prestige, this conformity maintains black persons predominantly in the lower salaried, unskilled and semi-skilled positions. Furthermore, it was obvious that the desision to hire “more” minority persons required formal policy action by top management in a majority of instances. These decisions were reported to be largely the result of Federal Civil Rights Legislation and enforcement. Although some companies reported active attempts to recruit black college graduates for middle and upper management positions, those black persons recruited were placed in isolated positions with specialized task, e.g., an Assistant Personnel Manager who devotes the majority of time recruiting on black college campuses. Companies which hired black persons reported them to be predominantly in semi-skilled and unskilled positions of low status. Although some reported special programs to recruit college graduates for management positions, none reported a structured formal program for recruiting minority persons for dulled jobs. However, many reported actively recruiting black females for clerical and secretarial positions. It would seem that the black non-college student is still subjected to a negatively structured situation as regards entry into the labor force. His one best chance of obtaining even the most menial entry level position is to know another black person within a particular company. Most companies indicated they relied on other black employees as major sources of recruitment of black persons. The Southern Regional Office of the National Urban League, feels strongly that Augusta has the capacity to act affirmatively in the area of minority employment and move toward the goal of ■ employing ttvery able-bodied citizerrtn need of a Job. EMPLOYMENT Summary The Public Sector - Local government has been slow in realizing the need for affirmative programs to recruit and upgrade minority group members for jobs in which they are inadequately represented. Upon the realization of this crucial need, likewise, local government has faltered in taking positive action to remove those restrictive barriers to minority group employment within their own officies and departments. This has exacefbated the PRE 4th JULY CELEBRITY SALE THIS IS JUST A FEW OF THE l GREAT PRE 4th OF JULY SPECIALS. BLYE SHIRTS .... *39.95 value NOW $13.88 PANTS TO MATCH *39.95 value NOW $13.88 i. From JACK LEVINE’S 973 BROAD ST. (WITH THE BLACK & GOLD AWNING) Page 8 alienation of black and other minority citizens from local government, and also has created a problem of credibility for employers in the private sector. In many instances, departments of local government who encourage equal employment opportunity in the private sector have been unable, or all too slow, to affect the same kind of changes within their own departments, and have more restrictive barriers and fewer minority employees in positions of responsibility than the private sector. Furthermore, from all appearances, commitment to the resolution of this major problem facing local governments in Augusta is lacking in both the private and public sectors. Almost without exception, major efforts at solving the employment problems of minority persons have largely been coerced by federal revenues and proscription, (See Federal Manpower Training Program at end of this section.) Even with this as a factor, we find at the Federal Army installation at Fort Gordon, Georgia (a prime civilian employer in Augusta and Richmond County and surrounding areas) that much can be improved upon in their minority employment efforts. This is not to say, as our interviews reflect, that Augusta 1970 is not improved upon Augusta 1960 or 1965. It is evident that some effort, based on time and individual group initiative, has provoked change - but yet we still see the evidence of historical patterns in which minority peoples are the last to be hired and the first to be fired and are still disproportionately represented in the lower levels of the labor market. Some rationalize the need for further training of minorities and relate to the eductaional deprivation they have suffered. SOme feel that minorities do not possess initiative or proper attitudes and apptitudes. Perhaps some of these notions have validity, but certainly not within the confined and select circle of one ethnic race. It stands to reason that ambition and desire to achieve can become a diminishing factor when the door of opportunity is shut or only partially open. The Private Sector Racial discrimination in employment in the private sector of the ec my of Augusta has been given institutional support. Partly through the operations of private employment agencies, personnel bureaucracies, and trade unions, entry of minority citizens into the labor force has been restricted. The major role of private employment agencies in Augusta is one of Selectivity rather than service and their activities reflect the policies and practices of private employers with whom they do business rather than the requirements of Augusta’s labor force. This results in the obstruction of the flow of qualified manpower to job openings which could utilize their skills thereby creating a situation of under-utilization of minority manpower. It was found that private employment tended to conform to local discriminatory practices thereby perpetuating racial discrimination in employment. In terms of hierachy and prestige, this conformity maintains black persons predominantly in the lower salaried, unskilled and semi- skilled positions. Furthermore, it was obvious that the decision to hire “more” minority persons required formal policy action by top management in a majority of instances. These decisions were reported to be largely the result of Federal Civil Rights Legislation and enforcement. Although some companies reported active attempts to recruit black college graduates for middle and upper management positions, those black persons recruited were placed in isolated positions with specialized tasks, e.g., an Assistant Personnel Manager who devotes the majority of time recruiting on black college campuses. This practice also lends to perpetuate racial discrimination in employment. Companies which hired black persons reported them to be predominantly in semi-skilled and unskilled positions of low status. Although some reported special programs to recruit college graduates for management positions, none reported a structured formal program for recruiting minority persons for hourly positions. However, many reported actively recruiting black females for clerical and secretarial positions - another example of conformity to community norms. It would seem that the black non-college graduate is still subjected to a negetively structured situation as regards entry into the labor force. His one best chance of obtaining even the most menial entry level position is to know another black person within a particular company. Most companies indicated they relied on other black employees as major sources of recruitment of black persons. The Southern Regional Office, National Urban League, feels strongly that Augusta, Georgia has the capacity to act affirmatively in the area of minority employment and move toward the goal of employing every able-bodied citizen in need of a job. MINORITY ENTREPRENEURSHIP Summary Black entrepreneurs have long been cognizant of the need for more capital and technical assistance to compete in the economic mainstream of Augusta and have taken some promising steps to meet this need. Os major importance and promising value to the business community of Augusta is the work of the Progress Association for Economic Development, Inc. (PAED), and the newly formed Central Savannah River Business League (CSRBL). The latter is comprised of over 75 black businessmen. With hopes of affiliating with the National Business League, the purpose of the CSRBL is to encourage the development of black-owned businesses through the provision of technical assistance to potential black businessmen, especially in the areas of acquisition of capital, management, and marketing. As stated in the beginning of this report, minority enterprise or black business operations in Augusta represent, as a whole, a meager role in the total economy of the community. It is evident that many black businessmen are concerned about strengthening, expanding and developing new and currently relevant business activities. It is also evident that financial institutions in the Augusta area, such as C&S Bank through its community development program, have at least exhibited some interest in the plight of the minority businessman. However, it is still glaringly evident that the survival of black entrepreneurship is dependent on an immense strengthening of its current financial base as well as long range developmental planning, technical assistance and the utilization of local, state, regional and national resources (both technical and financial). Based on our general findings and specific feelings expressed by ALL CARS CARRY 24 MONTH WARRANTY. CAN BE BOUGHT FOR NOTHING DOWN. LEE BAGWELL MOTORS, INC. 1424 GORDON HIGHWAY NEXT TO HYDE PARK PHONE 793-2283 personal interviews with both black and white businessmen and other interested parties, we recommend the following items for immediate implementation: RECOMMENDATIONS 1. As indicated previously, black businessmen in the Augusta area are currently forming a Central Savannah River Business League, which will possibly affiliate with the National Business League. This endeavor is endorsed as a promising point of departure, and the National Urban League strongly urges that the Augusta Chamber of Commerce, the City and County governments, Augusta business and industry, and other interested groups commit themselves in public voice and policy to support the goals and programs of the Central Savannah River Business League. 2. A large number of corporations in the United States are aggressively seeking out minority suppliers to add them to those already competing for orders. Along this line we would recommend that the Augusta Chamber of Commerce, with the endorsement of the City and County governments, establish a commission of distinguished local citizens with proven interest in minority affairs. This commission should serve as a local technical assistance and resource arm for the Chamber of Commerce and the City of Augusta. This commission would initiate its activities in a visible and innovative manner in Augusta by seeking out minority suppliers and immediately implementing contracts for their services with the current needs of Augusta business and industry. We are suggesting that immediate activity be implemented on almost a preferential basis in order to communicate to the entire community that AUGUSTA is doing more than merely giving lip service to the goal of tapping heretofore underutilized minority business skills, e.g., hotels and motels, in all probability, contact to one specific television repair company which handles all the television repair needs of a given hotel. We are recommending that a minority businessman be given an opportunity at this kind of contract. This approach has been used by many cities to assure an aquitable “piece” of the local market for minority entrepreneurs. 3. The National Urban League notes that Augusta is fortunate to have the Progressive Association for Economic Development which has developed a minority business guide which can be effectively utilized in any attempt to assess minority businesses which can furnish some portions of the Augusta and Richmond County supplier needs. 4. It is also strongly recommended that this panel contract with PAED for an in-depth audit of the skills, capitalization, and resources that are currently available in the black business community to facilitate this program. 5. The National Urban League and the minority business community of Augusta are cognizant of the vast potential opportunities available through a committed local industry - especially in the area of technical assistance and the acquisition of investment capital. With this in mind, the National Urban League offers the following suggestions: a. It is generally recognized that there has been a general reluctance on the part of black persons to assume the risks of business ownership. One reason for this reluctance has been the lack of reliable information in the black community. The National Urban League, as well as several reputable national corporations, has experimented successfully with the establishments of “street academies” in black communities which are geared to the provision of basic business information to interested minority persons. With a minimum of investment, these academies have proven themselves as valuable recruitment centers for mangement personnel, and have provided a valuable communication link between the top levels of corporate management and the black community. Such academies, furthermore, serve to acquaint management personnel with the black community, thereby providing valuable educational service j Evon - Rose | j Leathercrafts | 215 Ninth Street • AUGUSTA, GEORGIA • • Phone 724-3352 • • Specializing in beautiful • • hand-tooled handbags, J • wallets, attache cases, • 2 knit and crochet crea- • • tions made to order. • • • • Suede, leather and J • fabric hot britches!!!!!! • 2 Knicker suits, beautiful • J hostess outfits. 2 • • Knit and crochet in- 2 2 structions and classes. 2 Know that the hand- 2 • made knit or crochet gar- • 2 ment is the only one of 2 2 its kind!!!!!! 2 Right on, to the final J • victory” • 2 Emory Giles, Owner .-j T 1 i Miss Doristine Barnes < | j Os Augusta, Models ] 1! An EVON-ROSE !! ORIGINAL!!!! Bo's Bait & Tackle 2011 Savannah Rd. All kind of baits & tackles Soft drinks & Beer Open 7 days a week 5 a.m. until Your Patronage Appreciated SPENCE “THE MOVING KING” 733-8055 f SUBSCRIBE I TODAY THE C’ NEWS-REVIEW Ej SUBCRIBER ■T | AD D R ESS CITY Bl One year (in county)s2.so One year (out of county) . . . .$3.00 k 5 years (in County)sl2.so 5 years (out of county)... $15.00 to the community as a whole. As stated these academies can be initiated with a minimum of investment due to the fact that they utilize the wealth of expertise and information available through corporation volunteers. Generally, these academies have required intensive public relations and recruitment programs but the payoffs in terms of information provided to the minority community and participating corporations make them well worth the effort. The National Urban League urges that the Augusta Chamber of Commerce, in cooperation with local industries and schools, to initiate such an effort. b. Another program requiring minimal commitment of investment capital and manpower is the provision of managerial and technical assistance to minority-owned businesses at their request. Such assistance should be provided in cooperation with organizations such as the Central Savannah River Business League. c. Under the auspices of the U.S. Department of Commerce low risk venture capital is available to assist minority businesses through Project Enterprise. A corporation, group of corporations, or organizations with a minimum of capitalization can form a Minority Enterprise Small Business Investment Company (MESBIC). The Small Business Administration will match the initial capital two-for-one at a generous rate of interest. This provides the founding company triple action on the initial capital. MESBIC’s are totally owned by the founding company and are a profit-making venture at minimal risk. Efforts need to be made immediately to encourage the development of MESBIC’s in Augusta. d. One of the major needs expressed by black businessmen in Augusta is “bankability”. The National Urban League notes the efforts of the Citizens and Southern National Bank to open business opportunities for the black community. Corporations can serve as vitally needed advocates for black businessmen by introducing them to bank officials, especially to those banks which have had little or no experience with minority business loans. Large corporations can also guarantee the very much need long-term financing to minority businesses directly through the creation of loan funds. In many cases the Small Business Administration will guarantee as much as 90 per cent of the bank loan to a new business. Corporations in many instances have served as the guarantor of the remaining ten per cent. e. There are many other ways which local industry and business firms can take affirmative action, such as the letting of long-term contracts to minority businesses, the provision of marketing assistance, special product credit programs, and many more. The National Urban league wishes to emphasize that a massive commitment on the part of local industry is the crucial step to opening opportunities to potential minority businessmen. It is strongly urged that Augusta utilize the industrial option to the fullest extent possible. “THE COMPAN Y THAT CARES 0 WE TRY A LITTLE HARDER— -BECAUSE WE ARE BLACK !!! SERVING YOU WITH THE BEST IN- |j||| •EDUCATIONAL ENDOWMENT flB Mfe ‘RETIREMENT INCOME ‘FAMILY INCOME |B ‘MORTAGE REDEMPTION MH MB ‘CONVERTIBLE TERM ■ X. ‘ACCIDENT AND SICKNESS ■ •HOSPITAL AND SURGICAL BENEFIT Sf ‘BUSINESS AND PROFESSIONAL |M| ‘HOME PROTECTION THE PILGRIM HEALTH and LIFE INSURANCE COMPANY HI YOUR COMPANY SINCE 1898