This study investigates whether there were significant changes in the employment patterns of minorities and women in the 1970s, whether any such changes resulted from affirmative action, and whether affirmative action brought about fundamental changes in discriminatory personnel practices and systems. (Affirmative action here refers to that prescribed by Presidential executive order, defined by Federal rules and regulations, and enforced by administrative action.) Major findings are as follows. First, at the end of the decade both minorities and women had greater employment in higher-paid jobs than at the beginning. This was true in all sectors examined--private employment, government employment, to some extent in higher education, and in apprenticeships and union membership in the construction industry. Second, much of the change in employment is attributable to affirmative action. The fact that between 1974 and 1980 minorities and women made significantly greater gains in establishments of Federal government contractors in contrast to Federal government non-contractors illustrates this point. And third, there have been substantial systemic changes in industrial personnel practices. These have mostly been brought about by personnel management changes, including special training of supervisors, crediting Equal Employment Opportunity activities of supervisors, and developing professional staffs to monitor and oversee in-house equal opportunity programs. The relationship of education to equal employment opportunity is examined. Graphs, charts, and references are included in each section. (CMG)