FOCUS: Searching for Equality, Part II

Blacks have difficulty being promoted into skilled positions in Physical Plant or being hired from outside the University, they said. "I don't believe black employees are given equal opportunity for upward mobility," Henry said. "There has been several black employees who were qualified to do a higher job but not given the opportunity." Vice President of Facilities Management Arthur Gravina said he is not aware of any specific complaints about blacks being hired into skilled positions, but he added that over the years, there has been a general complaint about the low number of blacks hired. "We have done everything to pick the best person for the job," Gravina said. "I think in our recent hiring, over the last two years, we have worked hard to promote and fill positions with minorities." Both Gravina and the executive director of Physical Plant, James Wargo, said the University goes out of its way to recruit blacks into the skilled workplace. The problem, according to Gravina, is that the pool of black workers is small. Additionally, those hired for a skill position must go through an apprentice system and have experience before being hired. Still, if someone enters the University workforce in an entry level, unskilled position, they have the opportunity to become part of the University's apprentice system and acquire a skill. Gravina added that the main problem is that the University just cannot compete effectively with many Philadelphia businesses that offer skilled positions wages of about $24 an hour, while the University may pay just $12. While the University does provide many educational and other benefits, to many it just isn't enough. "It is difficult to lure them away from a more attractive wage package," Gravina said. "Everyone is trying to hire the woman and minority, and we are not in a real competitive area." Despite this, almost half of those hired to work for Physical Plant since 1990 have been minorities, Wargo said. "I think African Americans are moving forward in this area," he said. "Everything is being done." Gravina said the University is working with outside agencies, trade unions and Human Resources, and placing ads in newspapers, talking directly to the community, and talking to advocacy groups in order to recruit blacks for the workforce. But Henry said he knows a skilled black electrician who tried for four months to get a job with Physical Plant before being hired. "It took us almost four months to get him into the University and he was highly qualified," Henry said. "And they say they cannot find qualified individuals." And although Gravina and Wargo said once an individual has an entry level position, he can advance if skilled or can join the apprentice program, Henry said this is not true. "There should be a better career ladder in Physical Plant to keep moving upward," Henry said. · Another major complaint from the association is an alleged pay inequity for black employees at the University. According to Johnson, the University conducted a pay equity study two or three years ago, but the University has not allowed the association to see the results. "We haven't seen the full report itself," Gray said. "And nothing has been done to correct the problem." Henry added that some results were released and those further supported the association's claims of pay inequity for blacks. Women's Center Director DiLapi also said the report, which also investigated pay inequity for women, was not released to the public. "There were lots of concerns about the way the study was conducted," DiLapi added. "There were concerns about missing pieces of information." DiLapi said not much has been done to change the pay inequities blacks and women suffer. "I think pay inequity is still a problem," DiLapi said. "Pay inequity is absolutely a problem at the University and elsewhere." And Henry said his association has been told that Human Resources is currently doing nothing about the pay inequities because there is no permanent vice president. · The University Laboratory Animal Resources has had a long history of discrimination charges. And Henry said the problems, which include the inability to transfer out of the department and to get promotions, still exist. Although the discrimination may not be totally racial in nature or as overt, it is still discrimination against ULAR workers, he said. "No issues have been resolved even though the University has discussed it with us and two studies have been done," Henry said. Henry said it is also a problem for whites working for ULAR. Although white employees have had problems transferring from the department, it is more difficult for blacks to transfer. Gray said four associate directors of husbandry have left ULAR, an indication of problems with working conditions. But the ULAR Director Henry Rozmiarek, who has been at the University since 1987, said he has not seen four directors leave. "An assistant director who came this year stayed three months and took a position with industry," Rozmiarek said. "It may be true that others left, but we have not had four associate directors for ULAR since I have been here." Rozmiarek also said it is not difficult for an employee to acquire a transfer or to move up. "There is no effort or policy to prevent anyone from moving from one position to another," Rozmiarek said. And the ULAR director added that he is not aware of any complaints for workers. "I am not aware of any significant change in attitudes," he said. "In my opinion, the working conditions, level of animal care and the satisfaction of the employees have been getting better over the past few years." But according to Henry, ULAR staff members, black and white, are restricted from gaining a promotion or transferring out of ULAR. Howard Fleming, a ULAR supervisor, said he was not given the promotion he felt he deserved because it would have been too much of a hassle for the department. He was given a temporary promotion as a director of husbandry until a replacement was found. According to Fleming, the department said he was not considered for the permanent position because he did not have the technical skills needed, and his current position as supervisor was too important and he could not be moved. "But I did not accept that explanation," Fleming said. "My move could have been beneficial because if I were moved, other other people could move up and more positions would be opened up." Fleming said he thinks he was not given the promotion because it would have inconvenienced the department because more than one person would have changed positions. "I was a convenience to them," Fleming said. "It was the easiest thing to do at the time." He added he feels "stuck" in his current position, saying if a new position opens up, he will not be considered for it. Still, Fleming said the incident was not racially motivated because the person who eventually became the permanent director is also black. But despite the association's charges, Rozmiarek said the retention rate with animal care workers is higher than any other position in the University, an indication that there aren't any problems. "They [the workers] should be recognized," He said. "There is pride among them." And ULAR business manager Joe Berk said the number of people leaving the department is minimal. Those leaving are usually people retiring he said.

Please note All comments are eligible for publication in The Daily Pennsylvanian.