Racism

Making Discrimination Great Again

Making Discrimination Great Again
Photo by kate.sade / Unsplash

Buried in the chaos of the news cycles is an executive order that terminates the Department of Labor's Office of Federal Contract Compliance Programs (OFCCP), the agency responsible for enforcing equal employment laws among federal contractors.

Contractors are now free to discriminate all they want. Here are just some of the cases that OFCCP has brought and won over the years. See if you can spot the common theme in all of them. Hint: discrimination against women and minorities.

If you are a woman or minority and voted for Trump, enjoy your lower pay and discarded job applications.

1. Google (2019) – $3.8 Million Settlement

  • Issue: OFCCP alleged Google systematically underpaid female employees in software engineering roles and discriminated against Asian and female job applicants.
  • Outcome: Google agreed to pay $3.8 million in back pay and interest to affected workers.

2. Oracle (2020) – $23 Million Settlement

  • Issue: OFCCP found Oracle engaged in discriminatory pay practices, underpaying women, African Americans, and Asians in technical roles.
  • Outcome: Oracle paid $23 million to resolve claims, one of OFCCP’s largest settlements.

3. Palantir Technologies (2017) – $1.7 Million Settlement

  • Issue: OFCCP found Palantir discriminated against Asian job applicants in hiring for engineering positions.
  • Outcome: The company agreed to pay nearly $1.7 million in back pay and interest and offer jobs to affected applicants.

4. FedEx (2015) – $3 Million Settlement

  • Issue: FedEx was accused of discriminatory hiring practices against job applicants based on race, gender, and national origin.
  • Outcome: FedEx paid $3 million and agreed to improve hiring practices.

5. Bank of America (2013) – $2.2 Million Settlement

  • Issue: OFCCP found Bank of America discriminated against Black job applicants for entry-level positions.
  • Outcome: The bank was ordered to pay $2.2 million in back wages and interest.

6. Cargill Meat Solutions (2011) – $2.2 Million Settlement

  • Issue: OFCCP found hiring discrimination against women and minority applicants at multiple facilities.
  • Outcome: Cargill paid $2.2 million in back wages and offered job opportunities to affected applicants.

7. Tyson Foods (2006) – $1.5 Million Settlement

  • Issue: OFCCP found racial discrimination in hiring practices at multiple plants.
  • Outcome: Tyson paid $1.5 million to affected minority job seekers.

8. Wachovia Corporation (2005) – $5.5 Million Settlement

  • Issue: OFCCP found discriminatory hiring and compensation practices affecting women and minorities.
  • Outcome: Wachovia paid $5.5 million in back pay and interest.

9. General Electric (1999) – $10 Million Settlement

  • Issue: OFCCP alleged systemic discrimination in hiring and promotions, particularly against women and minorities.
  • Outcome: GE agreed to a $10 million settlement and implemented diversity initiatives.

10. Harris Trust & Savings Bank (1994) – $14 Million Settlement

  • Issue: OFCCP found discrimination in promotions and compensation practices affecting women and minorities.
  • Outcome: The bank paid $14 million in back pay and made changes to its employment practices.

11. AT&T (1973) – Landmark Case Resulting in $30 Million in Back Pay

  • Issue: OFCCP and the EEOC found widespread discrimination against women and minority employees in pay, promotions, and hiring.
  • Outcome: AT&T paid $30 million in back wages and was forced to reform its employment practices, setting a precedent for future OFCCP enforcement.

12. AT&T (1973) – $30 Million Settlement (One of the largest early cases)

  • Issue: OFCCP and the EEOC found AT&T engaged in systemic discrimination against women and minorities in hiring, promotions, and pay.
  • Outcome: AT&T agreed to pay $30 million in back wages and implement affirmative action policies, marking one of the first major corporate diversity reforms.

13. Lockheed Aircraft Corporation (1974) – First Federal Contract Suspension for Discrimination

  • Issue: OFCCP found Lockheed failed to meet equal opportunity requirements in hiring and promotions, particularly against Black and female employees.
  • Outcome: Lockheed lost a federal contract, making it the first major contractor to face suspension for noncompliance. The company later implemented new hiring and promotion policies.

14. Bethlehem Steel (1971) – Affirmative Action Hiring Plan

  • Issue: OFCCP found Bethlehem Steel discriminated against Black workers in hiring, pay, and promotions.
  • Outcome: The company was required to implement one of the first large-scale affirmative action hiring plans, setting a precedent for the construction and manufacturing industries.

15. Motorola (1969) – Compliance Agreement on Minority Hiring

  • Issue: OFCCP found that Motorola had discriminatory hiring practices, particularly against Black and Latino applicants.
  • Outcome: Instead of facing penalties, Motorola entered into a compliance agreement, increasing minority hiring and setting diversity goals.

16. Westinghouse Electric Corporation (1970) – Discriminatory Wage Practices

  • Issue: OFCCP found that women and minority workers were consistently paid less than white male employees in similar roles.
  • Outcome: Westinghouse was required to adjust wages and implement fair pay policies, influencing future fair pay enforcement.

17. General Motors (Late 1960s–1970s) – Multiple Discrimination Investigations

  • Issue: OFCCP and EEOC found GM engaged in racial discrimination in hiring, wage disparities, and lack of promotional opportunities for Black workers.
  • Outcome: GM agreed to revise hiring practices, increase diversity efforts, and promote more minority employees into management.

18. Boeing (1970s) – Affirmative Action Agreement

  • Issue: Boeing was investigated for failing to hire and promote enough women and minorities in technical roles.
  • Outcome: Boeing entered into a compliance agreement, pledging to increase diversity in hiring and promotions.

19. U.S. Steel (1960s) – Early Hiring Discrimination Case

  • Issue: OFCCP and other federal agencies found that U.S. Steel had a long history of discriminatory hiring and promotion practices, particularly against Black workers.
  • Outcome: The case contributed to early affirmative action policies in the steel industry and helped shape later OFCCP enforcement strategies.