Division for Youth
July-August, 1978
Linkup
Adele Price
Center For Women In Government
Receives Ford Foundation Grant
Adele Price, President of Wo-
men in State Government has an-
nounced the awarding of a Ford
Foundation research grant to the
Center for Women in Govern-
ment. A member of the Board of
Directors of the Center for Women
in Government, Ms. Price is the
Equal Opportunity Representa-
tive for the New York State Divi-
sion for Youth which will be the
first site for the Center's research
study on career ladders. The New
York State Division for Youth has
long been noted for its strong
commitment to affirmative action
and was selected because of this
commitment.
According to Ms. Price, ‘‘the
development and funding of the
Center for Women in Government
represents an idea whose time has
come. We must put an end to the
barriers which impede the ad-
vancement of women working for
the State of New York. At issue is
good government. in times of
shrinking revenues we must take
advantage of all the talent avail-
able within state government.
The Center for Women in Gov-
ernment is a research, training
and information clearinghouse
working toward the elimination of
sex discrimination in the public
sector. Center programs include
research on career ladders, tech-
nical assistance and training on
organizational issues and n
working activities for groups
side and outside of the govern-
ment which are concerned with
improving the employment status
of women.
The Center is affiliated with the
Comparative Development Stud-
ies Center, Graduate School of
Public Affairs, State University of
New York at Albany.
= Poughkeepsie Journal, Oct.
~12,:1978 —
‘We're locked in
—but not for long
By Carol Trapani
Journal Staff Writer ©
Clara Franklin and Mary Majestic
are two women employed in civil ser-
vice. One advanced herself out of a
dirty job because the system forced
her to, the other, while content with
her position at the moment, faces a
career future short on options.
Ms. Majestic is a secretary and the
only woman in the Fishkill state
police barracks. Right now, she likes
her work. Where does she go from
here?
That is a situation she hopes to
clarify not only for herself but others
like her who, willingly or not, are
part of the civil service’s clerical
ghetto.
Thirty years ago, Clara Franklin
began her career at HRPC as an at-
tendant. Today she is a nurse.
Both women participated in a re-
cent Hyde Park conference on
leadership training for union women,
sponsored by the Civil Service
Employees Association Women’s
Committee and the Center for
Women in Government.
The two met the other day to talk
about the conference and how some
of the resulting ideas might affect
them.
Evidence of learned lessons in
assertiveness and delegating
authority were apparent from the
start.
“You start,”
Ms. Majestic.
“No,” Mary replied, laughing.
Both began talking at once, citing the
importance of these ieadership
qualities so often 'acking in women
and, let’s face ‘*. men, too.
Admitted », Ms. Majestic doesn’t
see herself as part of this clerical
ghetto perpetuated by a civil service
rule which prohibits clericals without
a degree from taking tests which can
advance them.
She’s happy in her work, she says,
but...” there is no where to go, unless
IT wanted to become a policeman, And
they have an age limit of 29. I’m 33.”
The way Clara Franklin saw it, she
had no choice but to return to school,
get an associate’s degree and take
ch ervice tests which allowed her
to advance.
“As a staff attendant, Thad charge
of a 55-bed infirmary,’ * she says. “I
Ms. Frarclin ordered
Clara Franklin
was doing the work of a nurse, but not
getting paid for it.”
Now, she’s a head nurse on a
behavior modification ward.
Hearing each other’s problems was
one of the things each of the women
felt was beneficial about the
conference.
For instance, Ms. Majestic heard
of one woman in the Corrections
Department who took longer to be
promoted than her male counter-
parts, despite higher test marks.
“Women are being pushed aside,”
says Ms. Franklin. “There are too
many misters. In institutions, there
is little opportunity for advancement.
«We're locked in. And testing material
often is irrelevant.”
Ms. Majestic agrees. “‘Usually it’s
the men getting promotions because
they have more education. A
secretary with more experience may
do a better job.”
Power and strategy were two
words used often by conference
participants. .
“Power is the word,” said Ms.
Franklin. “We should use it. In-
dividually first, collectively second.
“And women have to have
strategy. I would never let somebody
talk me out of a job if they said I
couldn’t handle it because of my
Mary Majestic
children, because I’m supposed to be
ina bad mood once a month.
“Tf a woman is capable of doing the
job, she should have an equa! chance
for promotion,” said Ms. Franklin.
Advancement also depends on self-
confidence and drive. And anger.
Anger was the key which opened the
door to advancement for Ms.
Franklin.
“It is one of the best motivators,”
she says.
The grandmother of 17, Clara
Franklin has no plans for future ad-
vancement, as close to retirement as
sheis.
Ms. Majestic, for 14 years a
secretary, has no plans to advance
herself...now.
In the words of one of the con-
ference workshops, where do they go
from here?
Ms. Franklin says she will continue
to help other civil service women to
be ‘‘more assertive, to stretch their
imaginations.”
“Hopefully,” says Ms. Majestic, “I
will help other women to be inspired.
To try to gef@other people involved”
so that.some day, the road to
advancement will not be so slippery.
t
> ¢
Monday, October 2, 1978
Hi 5 on
! By Carol Trapani
Journal staff writer
HYDE PARK—When sex
discrimination in the labor force
rears its ugly head it is often the most
difficult type of discrimination to
prove and remove. , .
It can hide behind a title which
allows a man to earn more than a
woman who is doing the same job
under a different title, or it can disap-
pear within a rule which doesn’t
allow certain employees to take tests
which can advance them.
A conference this weekend at
Bellfield explored this problem and
offered some guidelines to the very
same women who say they believe
they face the daily on-the-job sex
discrimination battle. s
Co-sponsored by the relatively new
Center for Women in Government
and the Civil Service Employees
Association Women’s Committee, the
conference was conducted as a
* leadership training session for New
York State women employed in the
public sector. © « of er *
__It was not fate which brought the
-Government.
Poughkeepsie Journal
Bellfield conference’
mination
job sex diseri
women to Bellfield, home of Eleanor
Roosevelt, ‘for the weekend. Indeed,
Joan Spence, as program chairper-
son of Val-Kill Inc., hopes to promote
the former First Lady’s home as an
ideal site for conferénces such as
these. Eleanor Roosevelt, afterall,”
was an early supporter of both the
women’s and labor movements.
“We want Val-Kill to be a living
memorial to her,”’ said Ms. Spence.
Val-Kill will host conferences, crafts
and environmental programs as well
as sponsor its own conferences on
topics often supported by Mrs.
Roosevelt. ls
- The weekend made its own history
at the historical site. It marked the
first gathering of this type for Civil
Service Employee Association .
women and women from‘ the
American Federation of State, Coun-
ty and Municipal Employees
(AFSCME.) " .
“What we're hoping is that the
pieces all come , together, with
specific recommendations for,
change,” saidNancy Perlman, direc-
tor of the Center for Women in
. Nancy Perlman, left,-”.’ ce
...Joan Spence : :
Affiliated with the State University ¢
of New York at Albany and until a
few short days ago. funded by the °
Ford Foundation, the. Center just!
recéived state funds of $75,600 to be ;
spent on a series of career develop-
ment seminars for women working
for the state.
The center’s goal is to remove
‘Institutional barriers for women
working in the public sector, said Ms.
* Perlman, former director of pro-
gram dévelopment at AFSCME in
Washington, D.C. .
~ For instance, she cited a civil ser-
_vice rule which prohibits clericals
without a college degree from taking
tests to advance themselves. Most
civil service clerical positions are
held by women.
The reasoning behind the 1974 rul-
ing was “‘there was a giut‘on the
- market,” said Ms. Perlman. “There
are a number of rules like that in the
system.”
Also being questioned are such
_possible sexdiscriminatory’ policies
‘as: a system of promotions available
to men but not to women, and fewer
“bridge” jobs available to women.
; Civil service laborers, for instance, -
can bridge gaps in the career ladder ,
: and work their way up to the profes-"
sional ranks without a degree, she
said. : 5
“Female careers start at a lower
grade and peak at lower grades,”
Ms. Perlman said. *
In fact, Center statisstics indicate
there has been no significant upward
movement by civil service women in
' the last 10 years.
Neither have there been significant
J changes in wages for the total female
"state labor force. In 1975, 4 percent of
the women earned $16,000 and more.
lin 1977, the percentage had risen to
| only.5.4, . ° ‘ :
|
“Nothing’s. changed,” said Ms.
Perlman.’ ~ j .') f
“There was never an organization,
a group of citizens, who said this is
_ something we care about.” *
tions for the civil service. These are:
opening the professional level exams
“on a promotion basis, creating more
bridge jobs and allowing agencies,
for whom civil service employees
work, to fill a certain percentage of '
( The Center has devised three op-
}
Women in civil service:.
The goal isto rise
By Carol Trapaal ,
Journal staff writer
An Oneonta woman is determined
to do something about the ghet-
to—theclerical ghetto, -
Irene Carr is the statewide
secretary for the Civil Service
Employee Association (CSEA),
During a break in a recent leader-
ship training conference in Hyde
Park, sponsored bythe CSEA
Women’s Committee and the Albany-
based Center for Women in Govern-
ment, she talked about the clerical
ghetto and other inequities she says
exist in civil service,
wer team mmc
" other officers know that I have an
opinion,” she says.
She may be tolerated by some, but
she also is "respected. I try to ac-
complish things.”
Change, she knows, will not come
The clerical ghetto resulted from a
civil service law which prohibits
clericals without a degree from tak-/
ing tests which can advance them,
Most civil service clericals are
women, .
The goal of the CSEA Women's
Committee, formed after the Na-
tional Women's Conference in
Houston convened last Spring, is to
upgrade the status of union women,
To Mrs. Carr and other union
women, this means changing civil
service rules which create clerical
Bhettos and other inequities,
According to Mrs. Carr, union
women for too long have been exclud-
ed from collective bargaining.
Processes and have less access to
legislative and political action com-
mittees within the union. ‘
Change, she says, will come about
only through collective bargaining,
“The situation has continued to ex-
Ist because the women haven't
known how to change it. Now it’s
time to rock the boat.”
Mrs. Carr is the only woman of 10
elected statewide CSEA officers,
She is not a ‘typical’ secretary,
“The secretary was just expected
to take notes, I don't do just that, The
‘
Wednesday, October, 4, 1978
Poughkeepsie Journal+43
overnight. It will take some time
before the clerical ghetto is
liberated, before there truly is equal
pay for equal work, before “bridge” ,
jobs are available :o as many women
as men, ‘
But if Irene Carr and others like
her have their say, there will be
change. .
“We are a force to be reckoned
with,"shesays. ° . es
Poughkeepsie Journal Thursdoy, September 28, 1978
Val-Kill conference
HYDE PARK - A conference spon-
sored by the Civil Service Employees
Association and the Center for
Women in Government will be held
this weekend at Val-Kill, the home of
Eleanor Roosevelt.
It will constitute the first statewide
meeting of women labor union
“‘Jeaders and the first time the Val-Kill
estate has hosted a conference.
The event will open with dinner on
Friday evening and the showing of _
film footage of Mrs. Roosevelt
addressing the first meeting of the
AFL-CIO, as well as a showing of the
film ‘Soul of Iron,” starring Jean
Stapleton.
Workshops on leadership, -
organization of meeting and career
planning will follow on Saturday. The
conference will conclude -with a pic-
nic on Sunday. .
A F Sc Me VR blic ec mployex ; * Gouem be vr VANS
NEW YORK WOMEN TRAIN TO LEAD. (Left), lrene Carr, slatowide secretary
for the CSEA/AFSCME Local 1008, discusses the status of wemen in the
Rew York civil service with CSEA Women’s Committee members Geri
Cadieux (center) and Janice Schaff at the recently held Val-Kill conference.
Hyde Park, 8.Y.
Representatives from AFS-
CME councils in New York State
gathered here Sept. 30-Oct. 1 for
the first leadership training ses-
ston for New York women em-
ployed in the public sector.
The meeting was held at Val-
Kili, former heme of Eleanor
Roosevelt. It was sponsored by
csea/arscme end the Center for
Women in Government, which is.
affiliated with the State University
of New York at ‘Albany.
Speeches by experts in the
field of women’s employment
problems and workshops high-
lighted the three-day program.
Workshops focused on leadership
training and career planning.
“Women need assistance to
get out of the ‘clerical ghetto’ of
civil service,” noted csEA State-
wide Sec. Irene Carr. “The oppor-
tunities for better pay and jobs
are still small for civil service
women” .
Carr chairs the csra’s
Women’s Committee, established
. in January, 1978.
* * *
"Page 12
Eleanor Roosevelt home a ‘perfect
HYDE PARK — The first statewide
meeting of women labor union leaders
was held Sept. 29-Oct. 1 at Hyde Park,
N.Y., the home of Eleanor Roosevelt.
The conference, sponsored by the
Irene Carr, CSEA Statewide Secretary
2 ae Melivers welcoming remarks te
historic women labor-leaders coi-
ference at Val-Kill. .
Civil Service Employees Assn. and the
Center for Women ‘in Government,
brought together 50 women from CSEA
and the American Federation of State,
County and Municipal Employees
(AFSCME), of which CSEA is Local _
1000. = .
It was the first conference to be held
at Val-Kill, the Hyde Park home of
Mrs. Roosevelt from 1926 until her
death in 1962, .
“‘Val-Kill was the perfect setting for
this historic meeting of labor union
women,”’ said Irene Carr, Chair of the
CSEA Statewide Women’s Committee,
noting Mrs. Roosevelt was an active
supporter of both the women’s rights
and labor movements. 8 aps Jae
Mrs. Carr, Statewide Secretary of
CSEA, delivered the welcoming
remarks at a dinner-reception-Friday
~ night. Nancy Perlman, director of the
_ Center for Women in Government, ahd
Linda Tarr-Whelan, administrative
director of the New York State
Department of Labor, also were
featured speakers.
Saturday’s program consisted of a
series of workshops, ‘Identifying and
Developing Leaders,” ‘‘Planning and
Running Meetings’ and “Career Plan-
ning.” Workshops were run by Ms.
Tarr-Whelan; Robin Gerber of the
Cornell School of Industrial and Labor
THE PUBLIC SECTOR, Wednesday, October 4, 1978
Relations and Linda Parr of the
Department of Labor. On Saturday
evening, the movie, ‘Salt of the
Earth’ was shown. It is a true account
of a miners’ strike in the southwestern
United States, in which many women
union activists were jailed. -
On Sunday, two workshops —
“Planning a Strategy for Change”’ and
“Where Do We Go from Here?” —
were held, They were followed by a pic-
ue and a tour of the grounds at Val-
ill. .
. “This opportunity to trade ideas and
_ Strengthen the role of women in our
unions will result in an immediate
benefit to labor,” Ms. Carr predicted.
. CSEA’s Women’s Committee,
treated last January, aims to
safeguard women’s rights in public
employment; to contribute to contract -
negotiations regarding promotional
opportunities to elevate women from
the ‘clerical ghetto” of civil service;
to help women public employees in
training, counseling and education
problems; to research the needs and
desires of women regarding their jobs;
and to‘attend meetings such as the one
at Val-Kill to share problems and ac-
complishments with other women’s
labor groups.
This committee reports directly to
CSEA Statewide President Bill
setting’
McGowan, and has access to the
union’s legislative and political action
committee for recommendations for
bills affecting women in the public sec- ~
tor.
Besides the chair, Ms. Carr, the
committee includes co-chairs. Mary
Moore, representing the Board of:
Directors, and Stella Williarns, from
Region II; and Geri Cadieux of Region
I, Janice Schaff of Region ill, Nonie
Johnson of Region IV, Barbara Reeves,
- of Region V, and Joanna Williams of
Region VI, and Maureen Malone and
Millicent De Rosa, both of the Board of
Directors.
All CSEA women may submit
questions and suggestions to the corn-
mittee in care of Ms. Carr at CSEA
headquarters, 33 Elk St., Albany, N.Y.
12207. °
Bucks for Women’s Center
SUNYA’s Center for Women in Government has been
awarded a grant of $75,000as part of the State Suppiemental
Budget adopted by the Legisiature this fall. This is in
addition to a grant made by the’ Ford Foundation early this
year which acted as a funding base for the Center:
“Phe main objective of the Center,” said Communication
Director Donna George. “is to work towards eliminating sex
discrimination im the public sector at an institutional levél
using an institutional approach.” The Center, whichis under
the umbrella of the Graduate School of Public Affairs, has
been in existence since the beginning of this year. It takes no
individual complaints, but works with state agencies to
improve career opportunities for women employed by the
j Stare.
The grant, according to George, is to be used for planning
and implementing a series of career seminars in various cities
across the state. There will be a total of eight seminars in
seven cities in New York between the beginning of January
and the end of March, 1979. Seminars will be held in Albany,
New York City, Long island, Buffalo, Syracuse,
| Westchester, and Utica.
During the course of cach seminar, four workshops will be
heid. Topics will include improvement in verbal skilis, career
planning, knowledge of civil rights laws, and affirmitive
action programs. A panel of successful local women will be
present to discuss strategies of advancement in state jobs.
According to George, “The seminars are geared toward
| women, but the overall goal of the Center is to work with
organizations.” The seminars will be open only to employees
ot the state, including SUNY employees and students.
— Al Baca
THE PUBLIC SECTOR = 10/18/78
Career grant to benefit thousands
Training grant to benefit thousands
ALBANY — Career planning
seminars for women in New York
State jobs will be held in five different
cities between now and April, 1979,
thanks to a $75,000 grant for that pur-
pose bestowed by the legislature on
the Center’ for Women in
Government. @
Civil Service Employees Assn.,
~ President William L. McGowan, a
member of the Center’s Board of
Directors, applauded the
. appropriation.
“We expect at least 2,000 state
employees to benefit directly from
this training, and many others will
benefit indirectly, from the dis- -
cussions and information imparted
there,” Mr. McGowan said. :
The seminars will take place in Buf-
falo, Syracuse, Suffolk- and
Westchester: Counties, and New York
City, according to Nancy Perlman,
director of the Center.
“These programs have three goals:
to enable the state to meet its
" obligations under the Civil Rights
Laws and its own Affirmative Action
policy; to produce a group of better-
trained women employees,” Ms.
Perlman:said.
The first career-planning seminar
run by the Center was held last spring
in Albany. F
CSEA Statewide Secretary Irene
Carr, who chairs the union’s Women’s
Committee and represents CSEA on
the Center’s Union Task Force,
agreed that the appropriation was
welcome.
“T attended the first Center Career-
Planning Seminar in Albany, and it
was so well-attended and helpful that
we were all hoping there would be
follow-up seminars like it across the
state,” she said.
The $75,000 was granted during the
one-day Special Session of the state
legislature that Gov. Hugh Carey call-
ed last month to pass the state’s
Supplemental Budget. It was included
in the funding granted to the State
University of New York at Albany,
with which the Center is affiliated.
CSEA lobbyist, James J. Feather-
stonhaugh wrote the memorandum in
support of the funding, which subse-
quently was approved by both houses
of the legislature.
“We're proud to have helped obtain
this money for these important
programs,”’ the union president said.
The money will help defray the ex-
penses of Center staff for accom-
modations and travel to and from the
five cities in which the one-day
seminars will be held; the cost of
utilities and rental of the space need-
ed to house the conférences; and the
cost of printing, postage, honoraria,
communications and incidental ex-
penses entailed by the seminars, such
as day care for the children of the par-
ticipants.
“We are currently organizing
planning committees, which will find
potential workshop leaders, speakers
and role models; make program
recommendations; and assist the
Career Day coordinator as the need
arises,’’ Ms. Perlman said. The com-
mittees will be comprised of a cross-
section of women, state employees,
representing‘ many different grade
levels and job titles. There are
approximately 44,200 women state °
workers in the area of the five cities
where the seminars are to be held.
SYRACASE HERALD ~ SeuRwAe fs
Job training “”
to aid women
The Center for Women in Government will sponsor a
winter career day seminar for Syracuse-Utica area
women employed by New York state.
The March 10 seminar, designed to train an estimated
3,000 women, is one of eight such sessions to be held at
various locations in the state.
The seminars are expected to improve the quality of
state government by leading to greater employee pro-
ductivity and more effective employment of women,
according to center board president Linda Tarr-Whelan,
administrative director of the state Labor Department.
They will also introduce state government women to the
skills needed to manage careers in the public sector.
‘The state-sponsored training is a pioneering effort at
both state and national levels, according to Tarr-Whe-
Ian. It is the first such training funded by the state, and
the second held in the country, she said.
The one-day Syracuse conference will draw partici-
pants from some 5.600 women employed by state agen-
cies and institutions in the greater Syracuse, Utica and
Binghamton area, she said.
According to statistics gathered by the center, women
in top state management positions are outnumbered by
men by a greater than seven to one ratio. Despite the
existence of affirmative action plans, increasing per-
centages of the state’s lower-paying clerical posts are
held by womén, indicating greater sex stereotyping in
employment, Tarr-Whelan said.
The focus of career day seminars is'on women who
have been stymied in their government careers; she
said. According to Tarr-Whelan, women often lack spe-
cifie skills and/or knowledge of career opportunities.
by Linda Tarr-Whelan
Since the re-emergence of the
feminist movement nearly 10
years ago, women have been
challenging the assumptions
that have “kept them in their
place.” Women in all types of
jobs are availing themselves of
opportunities to improve their
marketability—through training
and on-the-job ‘efforts toward
promotion,
But society has not caught up
with their aspirations.
In New York State govern-
ment, for example, there is little
chance for a woman working at
_ the lower rungs of the clerical
sladder to move—either tip, or
Faeross to technical and pro-
| fessional positions.
For one thing, while 18,000 of
the state’s 38,000 clerical
workers are at grades “three”
and “five” (earning between
$6,000 and $9,000), all but a
handful of “bridge” opportuni-
ties are open only to the 1,900
clerical workers at grades 11
through 13. Only 80 high-rank-
ing clericals who hold bachelor’s
degrees have been nominated
for transition or bridge pro-
grams to” professional
through one of the few existing
Civil Service avenues for
promotion. Some other, very
limited bridge —_ programs—
several of them operating on an
experimental basis—are avail-
able to clerical workers who do
not hold degrees.
The lack of transition oppor-
tunities means that a clerical at,
say, grade seven without a
degree, does not qualify to take
state advancement tests—no
matter her experience, her
education, or, for that matter,
the fact that in some cases she is
already performing administra-
tive work without the appro-
priate pay or recognition.
‘The current, dearth of bridge
opportunities not only hampers
the advancement of individual
She p20 Cobieen
adequate opportunities to
realize and serve with their full
potential.
For these reasons, it is not
surprising that women leaders
in unions and advocacy groups
in 7 State agencies identified
dead-end jobs as the major
barrier to the advancement of
women working for the state, in
a questionnaire distributed by
the Center for Women in
Government, a research, ttain-
ing and information clearing-
house working to’ eliminate sex
discrimination in the public
sector.
The center, now Jess than a
yepr old, has begun aproaching
ins problem from a number of
angles, Z
me, a survey of existing
bridge job programs in State
agencies, demonstrates the
variety of limited initiatives
individual agencies have taken
in this area.
In a related effort, the center
is studying career ladders in the
State Division for Youth and the
Departments of Labor and
Transportation to determine
differences in traditicnal “male”
and “female” career ladders.
This research will document
differences in the way men and
women move up through these
departments and will show
possible differences in pay
S08. 08 bi, DF ~ Livin ben 6, (97E
seales at each step of the way.
These programs will help, But
all efforts thus far have been
made on a piecemeal basis. So,
we have added another
approach. . ij
The center has recently
organized a coalition of groups
that is providing a strengthen-
ed, broad-based voice of concern
for’ women dead-ended in
clerical jobs.
‘This coalition is made up of
the 250,000-member Civil Ser-
vice Employees Association
(CSEA), Women in State
Government (WISG), Women's
Advisors Groups in State
agencies, the New York State
Coalition of People . with
Disabilities, Wheels-to Indepen-
dence and the center,
In its first effort, the coalition
has publicly called for establish-
ment of strong policy state-
ments supporting transition op-
portunities from the State's
Executive Chamber, the De-
partment of Civil Service and
the State Division for. Human
Rights. The coalition believes
these policies must offer
unequivocal support for the
concept of bridge jobs in
meaningful numbers and must.
insure that the Civil Service
Department will assist in and
encourage development of pro-
posals from ‘individual agencies,
Reset
Strong support from these
offices at the core of: State
government will go a long way
Yo enhance progress in this area.
In addition, these steps
provide’ a logical next step to
enforcement of Governor
Carey’s Executive Order 40,
mandating development of
affirmative action programs in
each state agency. With some
27,000 of ‘the .state’s women
workers employed in clerical
posts, effective bridge programs
should also be a required part of
agencies’ affirmative action
programs.
The coalition also applauds
the efforts of the CSEA, the
clearical rworkers's certified .
bargaining representative, to
force the state to deal with the
dead-end problem
collective bargaining. We urge
the’ state to give close
eohsideration to | CSEA's
demands for improved career
opportunities for clerical
employees.
Linda Tarr-Whelan is adminis-
trative director of the State
Labor Department and president
of the board of directors of the
Center for Women in
Government. Shé
‘he'is one of the
through.
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The Public Sector
October 25, 1978
Clerical upgrading has
unanimous support
The upgrading and reclassification
of state clerical and stenographic
employees was unanimously sup-
ported at the CSEA Metropolitan
Region annual meeting Oct. 14in New
Hyde Park, N.Y. :
The motion called for the region to
take any action necessary to, bring
about the upgrading and reclassi-
fication. %
In other official business, a motion
to hold the région’s annual meeting
within New York City with each
borough rotating as host passed, 13-6,
after a lively debate.
Also discussed at the meeting were
the proposed dues increase, the need
for cost of living increases and im-
proved health insurance and dental
plans.
Many of the delegates and local
presidents also were looking ahead to
the CSEA 68th Annual Meeting in
Kiamesha Lake, N.Y., this week.
Region President Solomon Bendet
said the convention goals encompass
a strong new contract with the State
which gives ‘every CSEA member
and his family a better deal.
Clifton Lewis, Sheridan Local
president, said he expects the upcom-
ing, negotiations with the state “‘will
be a major issue on the agenda.”
Felton King, Staten Island
Developmental Center Local
president, said the new state con-
tracts should include provisions “for
the better education and training of
our membership.” He also said he
would like to see the convention take
up the issues and problems in mental
hygiene. .
Dorothy King, Creedmoor Local
president and regional 2nd vice
president, said the work of the con-
vention will benefit the entire CSEA
membership.
Also attending the meeting were
George Bispham, regional director;
Bill Cunningham, regional 3rd vice
president; and Helen Cugno,
secretary.
ALBANY - A recently-formed
coalition has called upon the State
of New York to expand and
strengthen advancement oppor-
tunities for the state’s 33,000
clerical employees through
negotiations and other actions.
The new Coalition for -Career
Mobility includes the State Civil
Service Employees Association
(CSEA), Women in State
Government (WISG), agency
Women’s Advisors, the New York
State Coalition of People with
Disabilities, Wheels to
Independence and the Center for
Women in Government.
“This coalition of diverse groups
. was formed because we believe
that the serious problem of dead-
end clerical jobs in the state must.
be addressed,” stressed coalition
spokeswoman Linda Tarr-Whelan,
administrative director of the
State Labor Department and board
RTH TIE CSE ANS
‘president of the Center for Women
in Government,
“Only a fraction of the state’s
clerical employees have an oppor-
tunity to advance to professional
positions — no matter their talent,
“CSEA has presented its in- -
‘itial contract demands to the
. State of New York to official
ly begin the long process of
negotiation for new contracts
covering most state «
employees, including clerical
employees. CSEA has long
been concerned. with career
advancement for women in
“our ‘bargaining units as well
as in state government in
general. It is our position that
the most effective method for
improving career ad-
vancement lJies with the
Lovember a4 14T1¥
SOON
Coalition asks better clerical advancement
education or experience,” Tarr-
Whelan said. “Women in state
government perform ad-
ministrative work without the
appropriate pay’ or recognition,”
she continued.
process of collective
“qc negotiations, — Sas
“Whilea mutual agreement
between CSEA and the State
precludes both from. discuss- _
ing details-of our demands, ~
youcan be assured that we
have set a high priority on im-
provements in. career -ad-
vancemnents for women. We _
“ appreciate-the support of the ~
“coalition.” i .
" Ivene Carr, CSEA
statewide secretary and.
chairperson. of CSEA’s
Women’s Committee.
» State can provide’ national
. leadership in solving it, Tarr-
SR Gas ir Rerum
The situation also impairs the
overall productivity of the State
-work force, since many employees
are not able to realize and serve:
with their full potential, Tarr-
Whelan said. -
In addition, ‘more professional
transition opportunities will create
more mobility for women now
locked into the lowest paying
clerical positions. More than 18,000 if
of the state’s clerical workers now ~
make between $6,000 and $9,000 a
year,” she said. .
The problem is not limited to
state government, but. New York
Whelan said. She cited a recent.
Congressional task force report
stating that at the federal level,
women occupy 76 percent of the
four lowest paying job categories | -
and less than three percent of the
highest paying jobs.
stormed Coalition a lobbyi
ale -olerical rorkere in state goverment, more
iy Yor beter ob.
al was. formed iecause we believe that’ the
oH) of dead «end clerical jobs in thé state must be
a $a i Li tare = Whelan, president of the board
Center for Women In Government in Albany, “Only &
ine tate’s clerical employees have an opportunity
ayant ‘professional Boattlons — no matter their talent,.,
ex] erlence. "
, who is also adminstrative director of the
t of Labor,-said-a civil service pegiiation |
‘A é,
"Thursday urged a change in regulations we
oH
ein » this. regulation effectively locks mi Ss
otha employees into lower - paying onions Hid Brats,
aré paid between
state government perform administrative wor
“Appropriate pay of recognition," she ad,
“ olvil service regulation that denies clerical Gorkers: below “when negotiating contracts with the state, a snokewoman {gt
grade 11 in the alate seale any edge or credit over nofl state ; the assoctation said at the coalition’s w press @ Gielerenee Thut= Government,
employees on. the state’s professional careers spiiontl
‘That smusinallas was last Biven in Noverl
Ke Toes Necaed
/Dadém ber C7 CF 2f
1d sornd techntoat details remaly to be added to ~
vil ser vie department's plan. ‘We ate trying to struc- -
wogression om clerteal toy profsona and -
‘Ms.*Tarr.« Whelan said. About 18,000 elarcaer work
000 and $9,000.a year. ron H ie Bt eh?
Exh sca ‘eens ort which is @ tnernber of: the
coalition, will work for improved opportunities: for women
‘According to Ms. Tarr «Whelan, the ain problem’ls
en: tnment, other
‘coalition are: CSEA, Women in State
Coalition: of: People: with Disabilities,
© and Women’s Advisers in the various
organizatio
sday, ) Wheels to Ind
state agencies:
Ayn ekealsehen /ws
Std! Len “G S19 DE
Public Sector
December 6, 1978
State clerical workers supported
We applaud the newly formed
Coalition for Career Mobility for
two reasons, in particular. First,
for speaking out publicly on behalf
of the 33,000 clerical employees of
New York State who, for the most
part, find themselves in lower
paying, deadend positions. And
secondly, for recognizing that im-
provements in career ad-
vancement opportunities is proper-
ly a subject of collective bargain-
ing and that the State, should use
that ‘process to create the oppor-
tunities.
The Coalition, of which the Civil
Service Employees Assn. is a part,
presented some compelling
Statistics in support of its position.
For instance, the group noted that
more than 18,000 state clerical
workers earn only between $6000
and $9000 annually, yet, have little
or no opportunity to better
themselves because most positions
are deadended. Only a small frac-
tion, they claim, will ever have the
opportunity to move into
professional positions regardless of.
their talent, ‘education or ex-
perience. And 82% of the 33,000
state clerical workers are women,
* which makes equal employment
and “promotional opportunity
regardless of sex impossible.
A spokesperson for CSEA stated
that career opportunities for .
women is a topic of negotiation in
talks now going on between the
union and CSEA. We hope that the
State accepts the seriousness of the
situation.
in our
Opinion
Accent on Research
~ Two SUNYA Researchers Establish
December, 1978
Center for Women in Government
Sex discrimination is a
serious problem in New York State
government, and SUNYA's Center for
Women in Government is attempting
to do. something about it. The
Center, which is part of the
Graduate School of Public Affairs’
Comparative Development Studies
Center, was established in
January, 1978, as a research,
training, and information clear-
inghouse. Funded principally by
the University at Albany, as
well as a major grant from the
Ford Foundation, the Center is
sponsoring a number of wide-
ranging activities designed to
improve the employment status of
women working for New York State.
Co-project directors of the
effort are Professor Abdo Baaklini
and Ms. Nancy Perlman. -
Statistics show that in
1976, 44.7%, or 68,824 members of
the New York State workforce were
female. Of these 68,824 women,
66.3% were employed in office,
clerical, and paraprofessional
occupation groups; only 571, or
0.8% were in top management
positions. Moreover, in 1976,
57.7% of the female workforce
were paid an annual salary of
less than $10,000. This figure
stands in contrast to 36.1% of
the male workforce who earned
less than $10,000.
The Center for Women in
Government is attempting to begin
to correct the imbalance reflected
in these numbers. Working in
conjunction with a broad assort-
ment of other organizations and
interest groups, the Center is
pursuing a program focused on
two objectives: 1) increasing
the number of women who are able
to compete successfully for
positions in State government;
and 2) equipping members of groups
representing women in State
government with skills for
helping to overcome sex discrim-
ination in public employment.
Under the able leadership
of Nancy Perlman, Executive
Director of the Center and the
active participation of the
Board of Directors, led by
Linda Tarr-Whelan, Administrative
Director of the New York State
Department of Labor, the Center's
main activities include training,
communication and research.
A major emphasis of the research
conducted by the Center is the
identification of institutional
barriers to women's advancement in
State government. The Ford
Foundation grant is specifically
directed at assessing whether
female stereotyped career ladders
(i.e., secretarial) in State
government differ from male stereo-
typed ladders in terms of their
grade level placement and ease of
promotional mobility.
Training in management skills
and techniques is going to be
provided to current State
employees by the Center and
other GSPA affiliatés such as
FEATURE
(continued from p. 3)
skills" for overcoming sex dis-
crimination in public employment.
Leadership development, as weil
as techniques for forming coalitions
and consortia are among the topics
that are being discussed at
various sessions around the State.
In commenting recently about
the Center's work thus far,
Professor Baaklini recalled the
primary mission of GSPA: to
carry out a program of research and
training for:advancing excellence
and efficiency in government.
He added that the University is
also concerned with ways of enabling
more qualified women and minorities
to enter government services.
