DIY History | Transcribe | Campus Culture | University of Iowa Committee on Human Rights policies, 1958-1986 | 1968-11-15 University Human Rights Committee to President Howard Bowen Page 19

Transcribe
Translate

University of Iowa Committee on Human Rights policies, 1958-1986

1968-11-15 University Human Rights Committee to President Howard Bowen Page 19

-19-

Category three represents the riskiest of categories from which to recruit, but is potentially the most rewarding. Most of the students in this category would require special attention. Once again, it might be desirable to have a transitional year program for marginal students. A student could be accepted by a department subject  to satisfactory performance in his first two semesters. These semesters would have the deal objectives of preparing the student for graduate work and permitting him to demonstrate his capability for graduate work. Thus, the student might take more undergraduate than graduate courses during this year. The shape of this transitional year would have to be worked out principally by the several departments. 
   For all three categories, assistantships and scholarships must be provided. As an inducement for individual departments to recruit Negro graduate students, the program of administering much of the necessary funds centrally, and not changing them against department budgets should be enlarged.
   V. Staff Recruiting
   The non-student Negro population in Iowa City is very small, This although every effort should be made to see to it that the resident Negro population is made aware of the job opportunities available in the University, it would seem necessary to recruit Negro staff member for outside of the city. Before doing so, however, the University should ascertain whether its staff employees, especially those in lower salary categories, are able to support themselves on their University salaries. Even more important, the University should aid new Negro staff to find housing, and should see to it that relevant fair housing legislation is enforced. In this connection, it may be impossible to recruit for lower paying positions until more low rent housing becomes available in Iowa City.

Saving...

-19- Category three represents the riskiest of categories from which to recruit, but is potentially the most rewarding. Most of the students in this category would require special attention. Once again, it might be desirable to have a transitional year program for marginal students. A student could be accepted by a department subject to satisfactory performance in his first two semesters. These semesters would have the deal objectives of preparing the student for graduate work and permitting him to demonstrate his capability for graduate work. Thus, the student might take more undergraduate than graduate courses during this year. The shape of this transitional year would have to be worked out principally by the several departments. For all three categories, assistantships and scholarships must be provided. As an inducement for individual departments to recruit Negro graduate students, the program of administering much of the necessary funds centrally, and not changing them against department budgets should be enlarged. V. Staff Recruiting The non-student Negro population in Iowa City is very small, This although every effort should be made to see to it that the resident Negro population is made aware of the job opportunities available in the University, it would seem necessary to recruit Negro staff member for outside of the city. Before doing so, however, the University should ascertain whether its staff employees, especially those in lower salary categories, are able to support themselves on their University salaries. Even more important, the University should aid new Negro staff to find housing, and should see to it that relevant fair housing legislation is enforced. In this connection, it may be impossible to recruit for lower paying positions until more low rent housing becomes available in Iowa City.