Central to the human relations perspective was the belief that workplace environments and interactions could be influenced and changed, that good management had the power to engineer good human relations between and among groups. Racial integration would challenge this belief, and as it turned out, few industrial relations officers were up to the challenge. But in those “pioneering” companies committed to a fair employment policy, committed industrial relations officers made it happen. This chapter will examine the fair employment policies of two corporations: International Harvester, a Chicago-based manufacturer of farm equipment and trucks, and Pitney-Bowes, a medium-sized manufacturer of postage machines. By the mid-1950s, these two companies were well known as pioneers in fair employment and integration, in large part because their respective vice-presidents of industrial relations, Ivan L. Willis and Joseph Morrow, had publicized their company's success with fair employment in order that others might emulate it. Both companies also had highly developed human relations philosophies and programs, which went hand in hand with their struggles to contain unionism. In addition to demonstrating the mutually reinforcing relationship between fair employment and labor-stabilizing human relations programs, an examination of these companies also reveals the degree to which effective fair employment policies paid attention to race and color.