America has progressed over the last two hundred years with regard to race relations. Our government has advanced notably since
segregated offices in the Federal workplace during the Woodrow Wilson Presidency.
History discloses that we have moved beyond the
the One-Drop Rule, and the
overt racism our government adopted during the
Jim Crow era. In 2009, America witnessed the inauguration of it’s first African-American President, President Barack Obama. Unfortunately, despite this notable ascension of an extremely brilliant, highly educated and qualified man of color to the highest rank of public service, the vast majority of qualified individuals of color are still deprived career opportunities to best serve our nation. Discrimination still persists. This webpage, containing egregious cases of allegations of workplace violations asserted by African-American public servants, is updated periodically.
Data Source: Equal Employment Opportunity Commission and reports to C4C, Inc. hotline.
Air Marshals Assert Toxic Environment at the Federal Air Marshal Service
The nation’s aviation security depends on the Federal Air Marshal Service. Armed, undercover agents on selected domestic and international flights serve to protect against a terrorist threat. Unfortunately,
according to complaints filed by African-American employees and others, the Federal Air Marshal Service has created a hostile work atmosphere inside many of its field offices around the country. The toxic atmosphere reportedly is crippling the agency from within and putting public services at risk. Employees from within the agency assert discrimination and retaliation distracts them from their mission of stopping terrorists and protecting passengers. (February 2010)
Racism at the Federal Air Marshal Service
Many highly-educated Americans, particularly minorities, are routinely retaliated against once filing civil rights complaints. Moreover, they are often subjected to a hostile workplace that precludes them from efficiently using their acquired skills to provide quality goods and services to the public. For example, Air Marshals within the Federal Marshal Service complain of a toxic environment that discriminates against various groups of public servants.
In a statement issued April 4, 2006, the U.S. Equal Employment Opportunity Commission (EEOC) asserted it would make
fighting systemic discrimination an agency-wide top priority. Despite the EEOC’s intent, issues of systemic discrimination continue to plague the public sector. Systemic discrimination, as evidenced in the following narrative, continues to thrive in the federal workplace.
Black Army Paramedic Victim of Hate Crime
NIH Medical Doctor Fired After Reporting Agency Abuse of Genetic Material
An African-American, female doctor, who dedicated her career to combating
sickle cell disease and other medical disorders that severely impact fetal and maternal health. was terminated from the National Institutes of Health. The medical doctor, who had achieved recognition in the research and understanding of sickle cell disease, had filed multiple complaints against the agency including sexual harassment against her supervisor. Although the sexual harassment claim was initially resolved internally through the NIH Ombudsman office - according to court records retaliation continued and complaints followed. After filing initial complaints, the African-American, female doctor, discovered that the principal investigator in a clinical trial, had obtained genetic material from the blood samples infant participants and used them to “clone” immortalized cell lines without the consent or knowledge of the infants’ parents or guardians. According to court transcripts one month after reporting the alleged violation, the medical doctor was removed from the clinical project. In August 2009, the court ruled against the employee asserting among other things “that advocating for the rights of minority study participants and opposing practices
unrelated to employment are not considered protected activity under Title VII ”NIH harvesting the genetic material without the consent of the subjects
Air National Guard Found Guilty of Labeling Black Employee a Terrorist
An Equal Employment Opportunity Commission judge found four Air National Guard supervisors guilty of malicious retaliation against an a
black management analyst. The Air National Guard branded the black employee -- a terrorist and a threat to the United
States--- after she filed a racial discrimination claim against the agency. In an injunctive relief order, the EEO
administrative judge ordered the Air National Guard to end all paper trails and adverse personnel actions against the employee who had
filed a complaint with the EEO manager.
Racism at the Air National Guard
Wynona James v. James G. Roche, Tennessee Air National Guard, EEOC 250-2004-00174X.
USDA Gives African-American Employee a MONKEY DOLL Award for Superior Federal Service
Mr. Lawrence Lucas, President of Coalition of Minority Employees, discusses the ill culture of the U.S. Department of Agriculture towards Black and other minority employees. Pictured below the monkey doll with a hanging noose which was given to a Black USDA employee. If the link registers unavailable, you may try the following link to access the video:
Monkey Doll at USDA
If the link registers unavailable, you may try the following link to access the video:
Monkey Doll at USDA
Interior Supervisor Found Guilty of Discrimination, Reprisal and Calling Black Employees MONKEYS
On July 2, 2010 an Equal Employment Opportunity Commission Aministrative Judge found that Craig Littlejohn, a Chief Information Officer within Interior’s the Office of the Solicitor engaged in prohibited personnel practices. The judge asserted Littlejohn’s discriminatory animus toward the African-American employees he supervised is palpable. He is on record commenting that, in his opinion, they as a group were not skillful and were incompetent. Moreover after becoming CIO the African American employees under Littlejohn’s suprervison were moved out of the headquarter’s office (ie. away from daily contact with Littlejohn. After the Black employees were relocated from his office Littlejohn brought in two non-African American contractors to perform the job the African-Americans had once performed. The judge also found that Littlejohn was involved in a tainted selection process in which he chose, coordinated, and instructed the interview panel and later convened and oversaw a tainted interview process. The judge stated that nothing in the selection process was an innocent mistake or harmless error as Littlejohn claimed, but rather Littlejohn orchestrated the entire selection process to deprive Complainant, an African American. According to the judge, the African-Americans qualifications were clearly superior to the candidate Littlejohn favored. USDA Tom Vilsack’s New Civil Rights Era... Not!USDA Remains the Last Plantation for Minority Employees Pierre v. Ken Salazar, Department of Interior, EEOC 570-2008-00625X.
Black Farmers Still Seek Compensation for Discrimination by Agriculture Officials
Protest Rally for Justice in Washington 2010
FAA Employee Finds Initials KKK On the Aircraft Data Tag at Her Work Station
EEOC found that the FAA discriminated against an African-American Air Traffic Control Specialist at the Knoxville Air Traffic Control Tower in Knoxville, Tennessee. The employee discovered the initials KKK on the aircraft data tag at her work station. Complainant ’s first line supervisor witnessed the inscription and erased the initials. The only other African American employee informed Complainant that she would not be successful at the Knoxville Tower because she was a black female and the remaining work force consisted of 32 Caucasian employees. Complainant reported that she found out her co-workers had a lottery and made wagers about how long it would take to get rid of her. As supported by EEOC records during training sessions, complainants’s “trainers cursed at her, kicked her chair, had screaming fits, made belittling comments and subjected her to verbal abuse.”
Transportation officials had initially issued a Final Agency Decision (FAD) finding that the incidents asserted by the complainant were due to her personality and jealousy over her seniority status, rather than race or reprisal. The agency had downplayed incidents including evidence of employees petitioning for complainant's removal, hanging nooses, a cartoon depicting complainant's initials along with colliding airplanes and messages on the union computer, “ finally gone. ” On appeal the EEOC found for the complainant.
Coopwood v Mineta,Secretary,Department of Transportation Appeal No. 01200545441
Being Called A Nigger Although Reprehensible Does Not Rise to An Actionable Harassment Claim
The EEOC dismissed complainant's complaint forfailure to state a claim.
In a formal complaint complainant claims that he was subjected to harassment due to a hostile work environment, on the bases of race (African-American), national origin (African-American), and color (black). Specifically, complainant claimed that a co-worker informed him that his supervisor stated in reference to complainant: “I'll get that nigger. He doesn’ know what is in store for him. Moreover, complainant claimed that the supervisor used the word – nigger - in the workplace on several occasions, and that he has made biased remarks and jokes against minorities in general. Complainant also claimed that supervisor gives white workers preferential work assignments.
The Commission, after reviewing the facts of the case, found “that the complaint fails to state a claim under the EEOC regulations because complainant failed to show that the conduct at issue, although REPRHENSIBLE, is sufficiently severe and pervasive
as to rise to the level of an actionable harassment claim” Johnson, III v. Gordon, R. England - Department of the Navy
Appeal No. 01A50798 February 2, 2005
EPA Found Guilty of Violating the Civil Rights of A Political Scientist
Environmental Protection Agency which serves to protect human health and the environment was found guilty by a Federal jury of violating
the civil rights of Dr. Marsha Coleman-Adebayo, a senior policy analyst. The African-American scientist alleged that a United States
company was mining vanadium in South Africa, which harmed human health and the environment. Since reporting the abuse to her employer,
Dr. Coleman-Adebayo who was instrumental in the passage of the Notification and Federal Employee Anti-Discrimination and Retaliation (No
FEAR) Act of 2002, has been the victim of on-going reprisal. [Coleman-Adebayo v Browner, Civil No. 98v926] EPA Found Guilty
EPA Official Told to Clean Toilet for Administrator Carol Browner
Former NSA Employee, Mr. Kenneth Ford, Speaks Out on Racism, Whistleblowing, and Being Wrongfully Convicted Under The Espionage Act of 1917
In the video below Mr. Ken Ford, Jr. relates his personal ordeal of character assassination and wrongful incarceration for telling the truth about the “Weapons of Mass Destruction” (WMD) in Iraq. Ken Ford, Jr., reputed to be a computer whiz, once worked in the area of cybersecurity and monitoring at the National Security Agency (NSA). Reportedly, the young African American man held a security clearance that fewer than 150 people have in the entire United States. As a public official, he wrote an intelligence report on his findings on the Iraq War. His findings contradicted the Bush/Cheney Administration's premise for going to war against Iraq. Ford's work was to research whether or not there were WMD in Iraq. Hear the personal price Mr. Ford paid after sharing the results of his research -- that there were no WMD in Iraq.