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Beverly Sills

Description: Interview with Beverly Sills on experiencing prejudice as woman directing an opera company and how the world is changing to allow women more opportunities. She comments on opera as expensive art form and how she tried to make quality opera that all people could afford, and that if specific opera communities are catering to the elite, she thinks the consumer can "make a lot of noise" and help to change that. She also mentions censorship in the arts and Robert Mapplethorpe. Clips of Sills singing.
Collection: Ten O'Clock News
Date Created: 04/17/1991

Boston EEOC office opens

Description: Thomas Saltonstall (Area Director, Equal Employment Opportunity Commission) speaks at a press conference to mark the opening of a Boston office of the Equal Employment Opportunity Commission (EEOC). Saltonstall introduces Robert Williams (regional attorney for the EEOC). Saltonstall discusses the EEOC's commitment to the elimination of race discrimination in employment and to equal opportunities for women, older workers and minorities; he announces the initiatives planned by the EEOC to enforce federal anti-discrimination laws. Saltonstall says that the EEOC will focus on voluntary compliance. Saltonstall discusses statistics illustrating the underrepresentation, or "opportunity gap," in the employment of women in management and of minorities in the city's overall work force. Saltonstall presents statistics illustrating the "opportunity gap" for minorities in the printing/publishing industry, the communications industry, investment companies, brokerage firms, and retail stores. Saltonstall talks about the concentration of Boston's minority workers in lower-paying jobs. Tape 1 of 2
1:00:05: Visual: A federal official from the Equal Employment Opportunity Commission (EEOC) and the US Department of Labor stands at a podium speaking to the media at a press conference on the opening of a Boston office of the EEOC. The official commends Thomas Saltonstall (Regional Director, EEOC) and the General Services Administration (GSA) for the design and effective use of space in the new EEOC office. Shot of the EEOC seal on the front of the podium. The official says that the EEOC is committed to equal treatment and access for all citizens; that minorities and women must be given an equal opportunity to advance themselves in the workplace. The official talks about the need for society to renew its commitment to civil rights. The official thanks the audience. Shot of audience members. 1:05:16: V: Saltonstall introduces Robert Williams (regional attorney for the EEOC). Saltonstall talks about the need to redress the employment opportunity gaps which exist for minorities in Boston. Saltonstall says that he will focus on race discrimination in employment; that the EEOC is also committed to equal opportunities for women, older workers and other minorities. Saltonstall announces the initiatives which will be taken by the EEOC to enforce federal anti-discrimination laws. Saltonstall says that the EEOC will promote a program of voluntary compliance with the statutes; that the EEOC will expand its services to the public; that the EEOC will focus on eliminating broad patterns and practices of employment discrimination; that the EEOC will focus on improving the quality and impact of the lawsuits filed. Saltonstall notes that he does not want to preach or embarass anyone. 1:08:23: V: Saltonstall defines the term "opportunity gap." Saltonstall refers to a chart illustrating the opportunity gap existing in 1980 for women as officials and managers in the Boston area. Saltonstall says that Boston rates among the lowest of six cities in a survey measuring the percentage of women in managerial positions. Saltonstall notes that minorities make up 29% of the labor force in the city of Boston; that minorities make up only 8% of the work force in the metropolitan area; that this disparity is greater in Boston than in any other major city. Saltonstall explains that the metropolitan figure of 8% has been used to calculate opportunity gaps; that the metropolitan figure is low when applied to businesses in the city. Saltonstall defines minorities. Saltonstall explains how the statistics were compiled. 1:13:58: V: Saltonstall refers to a chart illustrating the opportunity gap for minorities in the business of security/commodity brokerage. Saltonstall explains that individual companies will have performances which are better or worse than the average. Saltonstall notes that an unnamed private company in the Boston area has been targeted for enforcement action by the EEOC; that the unnamed company employs between 500 and 1000 employees; that all of the employees are white and only 3 employees are women. 1:15:28: Visual: Saltonstall refers to a chart illustrating the underrepresentation in the printing/publishing industry. Saltonstall notes that minorities are underrepresented as office workers and sales workers. Close-up shot of chart indicating statistical representation of minorities in jobs in the printing/publishing industry. Saltonstall says that many employers have claimed that they cannot find qualified minority employees to hire. Saltonstall says that there is not a shortage of qualified minority employees for low-paying clerical and sales positions. Saltonstall says that the opportunity gap widened for minority workers in the communications industry and other industries between 1970 and 1982. Close-up shot of the chart illustrating statistical representation of minority workers in the communications industry. Saltonstall notes that minorities are underrepresented in all white collar job categories in the communications industry except for office/clerical jobs. Saltonstall adds that many major companies in the communications industry failed to report statistics to the EEOC; that private employers are required by law to report statistics to the EEOC. 1:17:13: Saltonstall says that the opportunity gap widened for minority workers in food stores between 1970 and 1982. Saltonstall says that the statistics are "appalling"; that minority workers are underrepresented in all positions except as laborors and sales workers. Saltonstall refers to a chart illustrating representation of minority workers in investment companies. Saltonstall says that the opportunity gap for minorities in investment companies widened between 1970 and 1982; that hiring for managerial positions tripled, while the number of minority workers in those positions decreased. Saltonstall notes that minority workers are underrepresented in all white collar jobs except for clerical positions; that all of the laborors working for investment companies are white; that all of the companies represented by the statistics are located within the city of Boston. Saltonstall refers to a chart illustrating minority worker representation in general merchandise stores. Saltonstall says that the retail industry should be hiring more minority workers because a significant share of their income comes from minority shoppers. Saltonstall notes that the opportunity gap for minority workers in general merchandise stores widened between 1970 and 1982; that the minority participation rate in the industry has declined since 1970. Saltonstall talks about the concentration of minorities in lower-paying jobs.
Collection: Ten O'Clock News
Date Created: 01/19/1984

Boston EEOC office opens

Description: Thomas Saltonstall (Regional Director, EEOC) speaks at a press conference to mark the opening of the Boston office of the Equal Employment Opportunity Commission (EEOC). Saltonstall calls for an end to employment discrimination against minorities; he remarks that minorities in Boston are concentrated in low-paying jobs. Saltonstall refers to charts illustrating the under representation of minorities in office/clerical and sales positions. Saltonstall advocates affirmative action programs and discusses the EEOC's intention to pursue litigation against companies that continue to discriminate in their employment practices. Saltonstall says that minority underemployment is a problem in the Boston area. He defends and explains the intended function of affirmative action programs.Saltonstall discusses the under representation of minorities in the public sector and some pending investigations against employers in the Boston area. Saltonstall describes the realtionship between the EEOC and the Civil Rights Commission; he talks about EEOC enforcement of Title VII of the Civil Rights Act. A reporter asks if employers are receiving mixed messages from a conservative federal government and a more liberal EEOC. Saltonstall says that businesses should comply voluntarily with EEOC guidelines and explains the importance of goals and timetables in a voluntary compliance program. Saltonstall says that discrimination exists in the New England region even though there are fewer minorities in northern New England. Saltonstall says that he does not know of a city with worse statistics regarding job discrimination. Tape 2 of 2.
1:00:01: Visual: Thomas Saltonstall (Regional Director, EEOC) stands at a podium speaking to the media at a press conference on the opening of a Boston office of the Equal Employment Opportunity Commission (EEOC). Saltonstall notes that minorities in Boston are better educated than in other areas of the country; that minorities in Boston are more likely to be concentrated in lower-paying jobs. Saltonstall refers to charts indicating industries which underutilize minorities in office/clerical and sales positions. Saltonstall calls for an end to job discrimination and job segregation. Saltonstall says that some Boston employers may not want to hire minority workers to represent their companies in sales positions; that racial discrimination is unacceptable. Saltonstall says that the problems of job discrimination and the underemployment of minorities must be solved; that action must be taken in the face of these complex problems. Saltonstall notes that advances in the elimination of job discrimination in Boston have been made only through litigation; that the EEOC will pursue litigation to this end; that employer efforts including voluntary affirmative action programs and voluntary compliance with the law will bring about change more quickly. Saltonstall talks about the necessity and importance of affirmative action programs. Saltonstall refers to EEOC guidelines for employer affirmative action programs. Saltonstall notes that affirmative action is a "remedy" for discrimination; that affirmative action programs are not discriminatory. Saltonstall adds that the EEOC wants to work with employers to promote diversity and to end job discrimination. Saltonstall says that Clarence Thomas (Chairman, EEOC) has initiated a voluntary assistance program to help employers understand federal anti-discrimination statutes. Shots of audience members. Saltonstall announces that an EEOC symposium will be broadcast to Chambers of Commerce across the nation. Saltonstall says that he hopes that voluntary compliance will be the norm in Boston; that the EEOC will pursue litigation if necessary. 1:09:21: V: Saltonstall answers questions from the audience. Saltonstall talks about the problem of underemployment of minorities in the greater Boston area. Saltonstall says that the problem is caused by inadequate attention to the problem and by discriminatory practices; that the problem is widespread in Boston. Saltonstall says that the underrepresentation of minorities in the public sector is a problem; that the mayor and the governor are committed to redressing the problem. Saltonstall says that the EEOC is pursuing investigations of employers in the Boston area; that he will not discuss the employer(s) against whom the EEOC will file suit. Saltonstall talks about the relationship between the EEOC and the Civil Rights Commission. Saltonstall talks about the EEOC's enforcement of Title VII of the Civil Rights Act. Saltonstall reads a section of Title VII to the audience. 1:13:32: V: A reporter asks if employers are getting mixed messages from the EEOC and from a more conservative federal government. Saltonstall says that employers should be paying attention to the EEOC instead of other government agencies. Saltonstall says that many cases are settled before litigation is filed. Saltonstall says that voluntary compliance by private employers is important; that the EEOC does not have the resources to pursue every case. Saltonstall notes the presence in the audience of directors from several civil rights enforcement agencies from across New England. Saltonstall says that there are fewer minorities in northern New England; that discrimination exists in the region. Saltonstall does not say that Boston is the "worst city in the nation" in terms of job discrimination. Saltonstall says that he does not know of a US city with a worse problem. Saltonstall says that the 1983 mayoral elections created a dialogue about race in the city; that it is important to take action to solve the problem of job discrimination; that voluntary compliance programs are an effective in resolving the problem. Saltonstall explains the importance of goals and timetables in a voluntary compliance program. Saltonstall explains that statistics for the metropolitan area can be skewed because of the low number of minorites living in the suburbs; that he does not know if Boston is the "worst city in the nation" in terms of this problem.
Collection: Ten O'Clock News
Date Created: 01/19/1984

Boston Fire Department minority hiring

Description: Meg Vaillancourt reports on controversy over the affirmative action program in the Boston Fire Department. A 1976 court ruling required the Boston Fire Department to offer equal opportunities to minorities. Interview with Kathleen Allen, of the Massachusetts Commission Against Discrimination, about the affirmative action program in the Fire Department. Vaillancourt reports on the percentages of non-white firefighters in the department. Vaillancourt notes that some white firefighters consider the affirmative action program to be unfair, while many non-white firefighters support the program. Interview with David Coritella from the Mayor's Policy Office about the affirmative action program and the civil service exam. Cortiella says that the highest-scoring applicants in each racial group are hired. Vaillancourt reviews statistics concerning the rank and salaries of non-white firefighters. There are few minorities in positions of authority within the department. White firefighters Philip Malone and Paul Malone were recently fired for having claimed to be African American on their job applications. City and state officials fully support the affirmative action program. Vaillancourt's report is accompanied by footage of white and minority firefighters on the job and in a fire station. Vaillancourt's report also features clips from Nova. This edition of the Ten O'Clock News also included the following item: Marcus Jones reports on the affirmative action program at the Bank of Boston
1:00:05: Visual: Footage of an African American firefighter and a white firefighter sitting in a fire station. Shots of the two firefighters sliding down a pole and putting on gear. Shot of a fire truck pulling out of a station with its siren blaring. Footage from Nova of flames and burning buildings. Shots of firefighters fighting fires. Meg Vaillancourt reports that a 1976 court ruling found discriminatory practices in the Boston Fire Department; that a consent order required the Boston Fire Department to offer equal opportunities to minorites. V: Shot of a siren; of a white firefighter putting on gear and climbing into a fire truck. Footage of Kathleen Allen (Massachusetts Commission Against Discrimination) saying that firefighters used to be hired only if they knew someone on the force; that firefighters were not hired according to their qualifications before 1976. Shot of an African American firefighter and a white firefighter working with equipment in the fire station. On-screen visuals and text detail the racial breakdown of employees in the Boston Fire Department. Vaillancourt reports that there were nineteen non-white firefighters in 1976; that minority firefighters made up less than one percent of the department in 1976. Vaillancourt reports that there are 373 non-white firefighters in 1989; that minority firefighters make up 23% of the department in 1989. V: Vaillancourt stands in a fire station. Vaillancourt reports that Boston firefighters did not want to talk about affirmative action on camera because it is a touchy subject. Vaillancourt notes that some white firefighters said that the consent decree was unfair. Vaillancourt reports that some white firefighters say that the consent decree allows minorities to be hired before whites who scored higher on the civil service exam. Vaillancourt reports that some African American firefighters said that the consent decree allowed them an equal opportunity to be hired. Vaillancourt notes that David Cortiella (Mayor's Policy Office) is the former director of the city of Boston's affirmative action program. V: Footage of Cortiella being interviewed by Vaillancourt at a fire station. Cortiella says that the consent decree does not force the Fire Department to hire minorities. Vaillancourt asks if the consent decree would allow a white applicant to be passed over in favor of a minority applicant who scored lower on the civil service exam. Cortiella says that such a scenario is possible. Cortiella adds that the highest-scoring applicants in each racial group will be hired. Vaillancourt reports that white firefighters in Alabama have won the right to sue for reverse discrimination. Vaillancourt notes that the white Alabama firefighters have not yet proven their case. V: Shots of a white firefighter; of an African American firefighter; of a firefighting ladder extended toward a tall building. Shots of an African American firefighter in uniform; of a white firefighter standing on a firefighting ladder. Vaillancourt reports that it is hard to argue that affirmative action has decreased opportunities for white firefighters. Vaillancourt notes that few minorities are in positions of authority within the Boston Fire Department. V: On-screen text and visuals details statistics about the rank and salaries of minority firefighters. Vaillancourt reports that there was one African American lieutenant in the Fire Department in 1976; that there are seven African American lieutenants or captains in 1989. Vaillancourt notes that 158 firefighters earn salaries of $43,000 or more; that only one of those 158 firefighters is a minority. Vaillancourt reports that some white firefighters in Boston believe that affirmative action puts them at a disadvantage. Vaillancourt notes that two white firefighters were recently fired for having claimed to be African American on their job applications. Vaillancourt adds that the two firefighters are fighting their dismissal; that the two firefighters claim that their grandmother was African American. V: Shot of a white firefighter climbing into the driver's seat of a fire truck. Shots of black and white photos from WNEV of Philip Malone (former firefighter) and Paul Malone (former firefighter). Vaillancourt reports that two other firefighters are under review for having claimed to be Latino. V: Shots of firefighters fighting fires. Footage of Cortiello saying that he will not comment on the cases of the two firefighters who claimed to be Latino. Shots of firefighters sliding down a pole in a fire station. The firefighters climb onto a fire truck. Shot of a fire truck pulling out of a fire station. Vaillancourt reports that city and state officials say that they will not retreat from their affirmative action program.
Collection: Ten O'Clock News
Date Created: 06/15/1989

Bunte defends BHA

Description: Meg Vaillancourt reports on discriminatory practices by the Boston Housing Authority (BHA). African American families are passed over on the waiting list for apartments in South Boston housing projects. The Department of Housing and Urban Development (HUD) has ordered the BHA to stop this policy. Interview with Doris Bunte, director of the BHA. Bunte says that the BHA is not intentionally engaged in discrimination. Bunte adds that she concentrated on maintenance and repair of units when she took office and has now turned her attention to the fair housing issue. Bunte notes that she is concerned about the safety of non-white families in South Boston housing projects. Vaillancourt reviews previous efforts to desegregate public housing projects in Charlestown. She notes that the BHA must change its policy despite public resistance in South Boston.
1:00:11: Visual: Footage of Doris Bunte (Boston Housing Authority) in her office. Bunte says that separate facilities are unequal facilities. Meg Vaillancourt reports that the Boston Housing Authority (BHA) has practiced discrimination against African American families; that white families are given preference over African American families for apartments in South Boston. V: Shot of a white woman and white children outside of a housing project building in South Boston; of a white woman speaking to a reporter from a window of a project apartment in South Boston. Footage of Bunte being interviewed by Vaillancourt. Bunte says that a conscious decision was made "at some point" not to send minority families to projects in South Boston. Vaillancourt asks why Bunte did not change the BHA policy. Bunte says that the BHA is moving slowly to change the policy; that the safety of non-white families in South Boston is a concern. Bunte says that the BHA has been involved in outreach and meetings to move the policy along. Vaillancourt reports that the same argument was used by Bunte's predecessors at the BHA; that white families still have more housing options than African American families in South Boston. V: Shots of a housing project; of white residents sitting outside of a housing project in South Boston; of parochial school students walking toward a housing project; of a white boy scrambling under a fence near a housing project. Vaillancourt reports that some white families in South Boston are living in apartments which are too large for their family size; that African American families in other parts of the city are living in apartments which are too small; that the BHA did not offer available apartments in white housing developments to African American families. V: Shots of an African American girl standing outside of a housing project building; of African American children playing outside of a housing project. Vaillancourt reports that the Department of Housing and Urban Development (HUD) has called the BHA policy discriminatory; that the BHA must change its policy. V: Footage of Bunte saying that the BHA does not plan to discriminate against anyone; that the BHA will not steer anyone to a particular project. Vaillancourt reports that HUD has ordered the BHA to stop discriminating against non-white families; that the BHA has not been asked to integrate its housing projects. V: Shots of a white woman and children outside of a housing project building; of a young white boy running around outside of a housing project; of a group of African American schoolchildren walking on a sidewalk. Vaillancourt reports that HUD has ordered the BHA to offer available apartments in South Boston to African American families. V: Footage of a white female resident of a South Boston project. The woman saying that public housing projects decline when African American families move in. Footage of a white female project resident saying that gang fights will erupt if African American families move into the South Boston projects. Shot of a white woman walking in the snow with two white children in Charlestown. Shots of a public housing project in Charlestown. Vaillancourt reports that African American families were integrated into an all-white public housing project in Charlestown; that Harry Spence (former BHA director) organized the integration of the Charlestown projects. Vaillancourt notes that Spence carefully selected the families to move into the Charlestown projects; that the families did not include teenage boys who were likely to become involved in turf wars with other residents. V: Shots of Spence talking to a reporter; of racially diverse residents outside of a project in Charlestown. Shot of a white woman and child looking out of a window of a project apartment. Vaillancourt reports that HUD will not allow the kind of selection engaged in by Spence. V: Footage of Bunte saying that it is discriminatory to pass over families with teenagers when filling apartment in white housing projects. Vaillancourt notes that Bunte has not moved any African American families into public housing projects in South Boston. V: Footage of Bunte saying that she concentrated on making repairs to vacant units when she took over the BHA; that families are now living in units which were vacant. Bunte says that she also concentrated on maintenance; that only 20% of units were in compliance with the sanitary code in 1984. Bunte adds that 88% of units are now in compliance. Bunte says that the BHA did not turn its attention to the fair housing issue until 1986. Bunte says that the BHA should have considered integrating South Boston before Charlestown. Shots of vacant apartments strewn with trash; of a broken door in the hallway of a public housing apartment building; of the exterior of a public housing project building; of the snowy grounds surrounding a public housing project. Vaillancourt reports that Spence had planned to integrate the public housing projects in Charlestown, and then to move on to the rest of the city. Vaillancourt notes that Bunte did not follow up on Spence's plan until 1986; that the federal government found a pattern of discrimination before the BHA could remedy its policies. V: Shot of Spence; of a white project resident climbing over a pile of snow outside of a public housing project building; of African American men standing outside of a public housing project building; of children playing in the snow outside of a public housing project building. Vaillancourt notes that the BHA must change its policy in the face of public resistance in South Boston. V: Footage of Bunte saying that fair housing is an important issue; that the BHA will implement a fair policy for all residents.
Collection: Ten O'Clock News
Date Created: 01/15/1988

CRONAN, PAUL

Description: NEW ENGLAND TELEPHONE REHIRES PAUL CRONAN WHO HAS AIDS
Collection: Ten O'Clock News
Date Created: 10/16/1986

CRONAN, PAUL

Description: PAUL CRONAN WHO HAS AIDS RETURNS TO WORK AT NEW ENGLAND TELEPHONE, COWORKERS UNHAPPY
Collection: Ten O'Clock News
Date Created: 10/21/1986

Cardinal Law charges anti-Catholicism

Description: Cardinal Bernard Law suspects the media, particularly the Globe, are biased against the Catholic Church.
Collection: Ten O'Clock News
Date Created: 04/02/1991

DISCRIMINATION AGAINST CAMBODIAN

Description: DISCRIMINATION COMPLAINT AGAINST PAINTING COMPANY FOR PAYING LOWER WAGE TO CAMBODIAN
Collection: Ten O'Clock News
Date Created: 06/29/1987

Derrick Bell

Description: Hope Kelly reports that more than a dozen students at Harvard Law School have filed a lawsuit which charges the school with discriminatory hiring practices. Kelly notes that Derrick Bell (Professor, Harvard Law School) supports the lawsuit, but thinks it will be difficult to win. Kelly reports that Bell has taken an unpaid leave of absence from the school to protest the lack of diversity among the faculty. Kelly interviews Bell. Bell talks about the culture at Harvard Law School and about the need for a diverse faculty. Bell says that he has taken a leave of absence because it is important to make sacrifices in order to advance one's beliefs. Kelly reports that Bell is teaching a seminar called "Civil Rights at the Crossroads." She notes that Bell is not paid for the course and that the students receive no credit. Kelly's report includes footage of Bell and his students in class. The students discuss the importance of diversity at the school. Kelly notes that there are three African Americans and five females among the sixty-six tenured professors at Harvard Law School. Kelly reports that the school has failed to provide a set of role models reflecting the diversity of the student body.
1:00:10: Visual: Footage of Derrick Bell (Professor, Harvard Law School) teaching a class. Hope Kelly reports that Derrick Bell is one of sixty-six tenured professors at Harvard Law School; that only two of Bell's colleagues are also African American. Kelly notes that there are no Asian, Latino or Native American professors at the school; that there are no African American female professors at the school. V: Footage of Bell's class. A white female student says that the school needs a woman of color on the faculty in order to provide a wider perspective on issues of women in international development and on issues of human rights. Shots of students in the class. Kelly reports that more than a dozen Harvard Law School students have signed on to a lawsuit which charges the school with discriminatory hiring practices. Kelly reports that many experts think the lawsuit will be difficult to win. V: Footage of Bell being interviewed by Kelly. Bell says that US courts only understand race discrimination if it is obvious. Bell says that Harvard Law School has not prohibited African American women and other minorities from being hired onto the faculty. Bell says that Harvard Law School will not hire a professor who does not share the Harvard culture. Kelly reports that the culture at Harvard Law School is overwhelmingly white and male.. Kelly notes that only five of the sixty-six tenured professors are women. V: Shots of students in Bell's class; of Bell's hands as he makes gestures while speaking. Footage of Bell being interviewed by Kelly. Bell says that all professors teach a perspective; that all professors have a worldview. Kelly reports that students in Bell's class think that their perspectives are being "whitewashed." V: Shots of students in the class. Footage of an African American male student saying that diversity and quality do not have to be mutually exclusive. Shots of Bell at the front of the class. Kelly reports that Bell's seminar is called "Civil Rights at the Crossroads." Kelly reports that students have flocked to the class. Kelly notes that the students receive no credit for the course; that Bell receives no salary for teaching the course. Kelly reports that Bell is on unpaid leave. Kelly reports that Bell says that he will stay on leave until a woman of color is hired onto the faculty. V: Shots of Bell and the students in class. Footage of Bell being interviewed by Kelly. Bell says that he is a teacher; that teachers teach best by example. Bell says that he has always tried to teach law students about the importance of taking risks and making sacrifices. Bell says that real success stems from standing up for one's beliefs. Bell says that he must practice what he teaches. Kelly reports that Bell is passing up a salary of more than $100,000 per year. Kelly notes that Harvard Law School has continued to provide him with his office, a secretary and a classroom in which to teach. Kelly reports that Harvard Law School has failed to provide a set of role models which reflect the diversity of the student body. V: Shots of students walking on the campus of Harvard Law School. Shots of Bell in the classroom; of an African American female student in Bell's class.
Collection: Ten O'Clock News
Date Created: 12/03/1990