EXISTING SOCIAL AND OCCUPATIONAL STRUCTURES SHOULD BE REMADE SO THAT CREDENTIALISM DOES NOT ARBITARILY BAR NEGROES AND THE POOR FROM ECONOMIC WELL-BEING AND SOCIAL MOBILITY. GRADUATION FROM A SCHOOL SIMPLY IMPLIES THAT ONE HAS FIT INTO THE PROPER EDUCATIONAL STRAITS AND DOES NOT NECESSARILY SIGNAL QUALITY PERFORMANCE. CREDENTIALISM AND ITS CONCOMITANT RATIONALE OF EXCLUSION PREVAIL BECAUSE EMPLOYERS ARE FREQUENTLY RELUCTANT TO MAKE SUBJECTIVE CHOICES WHEN HIRING. MOREOVER, EMPLOYERS IN THE PUBLIC AND HUMAN SERVICES TEND TO BE UNCERTAIN OF PERFORMANCE CRITERIA AND THUS USE THE EMPLOYEE'S CREDENTIALS TO DETERMINE HIS "PRODUCTION OUTPUT." MANY ORGANIZATIONS EMPHASIZE CREDENTIALS BECAUSE THEY ARE CONCERNED WITH SOCIAL APPEARANCES AND BECAUSE THEY WISH TO HIRE A SURPLUS OF"TOP-NOTCHERS" WHO WILL BE AVAILABLE FOR HIGH LEVEL PROMOTION. RATHER THAN RELYING ON AN EMPLOYEE'S CREDENTIALS, EMPLOYERS MIGHT INSTEAD BE GUIDED BY THE PRINCIPLE OF "JOB FIRST, TRAINING LATER." PRIVATE ENTERPRISE AND PROFESSIONAL ORGANIZATIONS SHOULD SEEK OUT AND CULTIVATE THE TALENTS OF DISADVANTAGED PERSONS, ESPECIALLY FOR NONPROFESSIONAL CAREERS. ALSO, NEW MEANS OF CREDENTIALING MIGHT BE ESTABLISHED, AND MORE OPPORTUNITIES PROVIDED FOR THE EXPANSION OF CREDENTIALS. THIS PAPER WAS PREPARED FOR THE AMERICAN ORTHOPSYCHIATRIC ASSOCIATION, WASHINGTON, D.C., MARCH 23, 1967. (LB)