ON THE BASIS OF EMPLOYEE SURVEYS AND IN-PLANT RESEARCH, THE TOTAL COST OF DISCRIMINATION TO AMERICAN BUSINESS AND INDUSTRY IN ACTUAL DOLLARS IS ESTIMATED AT ROUGHLY $30 BILLION ANNUALLY. DISCRIMINATION IN INDUSTRY BEGINS AT THE HIRING GATE WHERE MINORITY GROUPS ARE REFUSED EMPLOYMENT BECAUSE OF RACE, COLOR, RELIGION, NATIONALITY, POLITICAL AFFILIATION, OR OTHER REASON. WITHIN THE PLANT, DISCRIMINATION IS EVIDENT IN CEILINGS ON ADVANCEMENT OPPORTUNITIES AND THE PREVENTION OF PROMOTION BASED ON MERIT. DISCRIMINATORY PRACTICES EXTEND TO THE FOREMAN AND SUPERVISORY SELECTION PROCESS, EMPLOYEE BENEFITS, LAY-OFF POLICY, PROFIT-SHARING PLANS, AND EVEN TO THE TIME ALLOTTED FOR VACATION AND SICK LEAVE. ANOTHER FORM OF DISCRIMINATION WITHIN A COMPANY IS REFUSAL TO ENFORCE STANDARDS SET BY LAW OR CONTRACT TO PROTECT CERTAIN GROUPS OF WORKERS. WOMEN AND CHILDREN ARE PARTICULARLY AFFECTED BY THE VIOLATION OF WORK STANDARDS. THE PSYCHOLOGICAL, SOCIAL, AND ECONOMIC COSTS OF INDUSTRIAL DISCRIMINATION ARE THAT HIGH-DISCRIMINATION DESTROYS EMPLOYEE MORALE, REDUCES PRODUCTIVITY, DISRUPTS FOREMEN-WORKER RELATIONSHIPS, AND ADVERSELY AFFECTS THE EFFECTIVENESS OF TRADE UNIONS. THE ECONOMIC IMPLICATIONS OF THE ADDED REVENUE AND ADDED NATIONAL INCOME WHICH WOULD RESULT IF IT WERE NOT FOR DISCRIMINATION ARE MANY. DISCRIMINATION REPRESENTS A BLOT ON THE AMERICAN DEMOCRATIC SYSTEM WHICH MUST BE REMOVED IF THE AMERICAN IDEAL IS TO EXTEND TO ALL FACETS OF OUR SOCIETY.