This study examines the effectiveness of specific attempts to remedy employment discrimination against minorities through litagation and contract compliance efforts. Further, its objective is to identify factors underlying the effectiveness or lack of effectiveness of court decisions and out-of-court settlements in producing changes in minority employment patterns. Special attention is given to the construction and shipbuilding industries and to the issues of hiring, union entry, upgrading, and seniority systems. To advance an understanding of the dynamics of combatting employment discrimination, the authors present a new conceptual framework for interpreting activity in this field. The authors suggest that conclusions and recommendations drawn could be of interest to attorneys, judges, minority organizations, and government agencies attempting to remedy employment discrimination. (Author)