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 20

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

1968-11-15 University Human Rights Committee to President Howard Bowen Page 20

-20-

The Committee also makes the following specific recommendations:
1. Advertising of job opportunities should be made in local media available to Negroes, such as the Iowa Bystander and the Chicago Defender. The ad should set up a meeting place for the applicant and the recruiter at some place convenient to the applicant
2. A personnel recruiter should plan to travel to interview applicants in their home city. 
3. The Personnel Office should work closely with the state employment agencies, Negro colleges and local Negro organizations such as Urban League, NAACP, and Woodlawn in filling staff positions. 
4. If there is not already such a person, someone should be appointed to actively promote the hiring of minority group members and to supervise the University's non-discriminatory policy. 
5. If it is not already being done, the University should make certain that its contractors and suppliers are Equal Opportunity Employers, and all purchase orders should carry a line to the effect that contractors must be Equal Opportunity Employers. 
6. If it is not already being one, all University advertisements should carry a specific statement citing the non-discrimination policy of the University. 
7. The University should proceed immediately to establish procedures to check on the compliance of its contractors with their equal opportunity employment undertaking. It is

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-20- The Committee also makes the following specific recommendations: 1. Advertising of job opportunities should be made in local media available to Negroes, such as the Iowa Bystander and the Chicago Defender. The ad should set up a meeting place for the applicant and the recruiter at some place convenient to the applicant 2. A personnel recruiter should plan to travel to interview applicants in their home city. 3. The Personnel Office should work closely with the state employment agencies, Negro colleges and local Negro organizations such as Urban League, NAACP, and Woodlawn in filling staff positions. 4. If there is not already such a person, someone should be appointed to actively promote the hiring of minority group members and to supervise the University's non-discriminatory policy. 5. If it is not already being done, the University should make certain that its contractors and suppliers are Equal Opportunity Employers, and all purchase orders should carry a line to the effect that contractors must be Equal Opportunity Employers. 6. If it is not already being one, all University advertisements should carry a specific statement citing the non-discrimination policy of the University. 7. The University should proceed immediately to establish procedures to check on the compliance of its contractors with their equal opportunity employment undertaking. It is