Full Utilization of Women, Minorities Required

Until about nine years ago, a Caucasian man may have worked entirely without minority or women co-workers at the Camas Crown Zellerbach mill.
Editor’s Note: This is the first in a series of stories on the Affirmative Action program at Crown Zellerbach.

That situation is diminished because of the CZ Affirmative Action commitment.

A program begun by President John F. Kennedy in 1961, Affirmative Action requires companies with 25 or more full-time employees to determine whether women and minorities are “underutilized” in the workforce. “Underutilization” is define as having fewer women and minorities in a particular job that would reasonably be expected by their availability.”

Under Affirmative Action, training and outside educational opportunities to insure upgrading becomes the responsibility of the company. Abolishment of any standards and criteria which may have the effect of excluding women and minorities is required.

The Camas Affirmative Action program is not merely nondiscrimination, but “a very active and extensive search” for women and minority employees, said Hal seeds, the Camas Equal Employment Opportunity Coordinator.

“It’s a serious and important matter to us and we intend to utilize every practical means to fulfill our commitment,” Seeds added.

By early 1993, the Camas CZ mill plans to achieve parity in the following categories: officials and management, professionals, technicians, office and clerical craftment/skilled, operatives/semi-skilled, laborers and service workers.

The active recruitment of women and minorities involves a number of agencies in the Portland metropolitan area which are actively seeking those persons.

“There is extensive college recruitment throughout the U.S. with the same objective in mind,” Seeds said.

Four years ago, applications were accepted at any time and interviews for mill jobs were conducted whenever the need arose. Today, notice is posted at the mill entrance and applications are accepted for the specified openings. Prerequisites are not required on the hourly force.

“We’re satisfied with what we’ve done so far,” Seeds said.

Pointing out the changes in employment of women and minorities, Personnel Services Supervisor B.G. Williams said that two women are employed as line foremen; several women are relief foremen; there are five women supervisors, and a number of women professionals such as accountants and engineers.

In other formerly all-male areas, 10 women have been promoted to skilled craftsmen, two women work in the storeroom, and 150 women have been classified as semi-skilled operators.

Three departments have been integrated with women in the last year, Miss Williams pointed out. Women have been introduced into the stock-preparations room, number one and number three pre-finishing, and in the sulfite mill.

Women have not been employed yet on six of the progression ladders, however.

Several minority professionals have also been hired in the past year. The minorities are defined as Negroes, Orientals, American Indians, Spanish-surname Americans and Islanders.

“We see and have identified some problem areas particularly in regard to women,” Seeds said. “We’ve undertaken studies on the ways and means to eliminate the problems to reach full utilization.”

Some equipment had been upgraded and revised to help both men and women, Seeds said, and studies are under way on further equipment revision. In 1970, an electric hoist was installed in the finishing room.

Such improvements tdo increase costs, Seeds said, “but it’s part of the obligation we have taken.”

“I think the women and minorities are accepted and are being successful,” he commented.