college or more. The two individuals lacking in college background went into the programmer training classification either before or near the beginning of plaintiff's employment with defendant and had a great deal of experience as computer operators.
38. All of the twenty-one transferees had work performance records of above average or outstanding.
39. Four white employees were denied transfer into the programmer trainee classification during the period of plaintiff's employment. *979 All had performance ratings equal to or better than that of plaintiff.
40. Plaintiff was not recommended to the programming department for a position as a computer programmer trainee from May 1971 to the time of his termination because his job performance in Department 674 was not above average or outstanding. His average rating again was due primarily to histermination or layoff in his job as a computer operator in Department 674. On the contrary, defendant made exceptional efforts to assist plaintiff in achieving his career goal to become a computer programmer.
45. An IBM Aptitude Test for Programming Personnel was given to applicants for programmer trainee during the period of plaintiff's employment. Plaintiff made an acceptable score on the test, as did the other successful black applicant for transfer.
46. During the period of plaintiff's employment, 1966 to 1972, 444 persons were hired into the programmer trainee classification, twelve of whom were black, representing 2.7% black hirees. The census for the St. Louis Standard Metropolitan Statistical Area reflects 16.4% minority.
47. Plaintiff had contacts with Mr. Jesse Anderson of the Equitable Life Assurance Company prior to his resignation concerning