U.S. General Services Administration (GSA) Reverse Discrimination
Last Updated Dec. 9, 2003
The following excerpted article appeared in GSA's internal
newsletter "CPO News" for the week of July 14, 2003 under the title:
"Supervisor's Corner -- Hiring
Great People (10 Simple Rules)"
||"Rule number one is clear and supremely counterintuitive: Don't ever
hire somebody just like yourself. Why is that so hard? Because from the beginning of
time, executives have been unconsciously cloning themselves, stocking the shelves with
vanilla young men from impressive schools." [Emphasis added.] ...
Harder for Diversity: Make certain you're spreading your net wide enough to find
those high-potential, but different, fish that generally don't swim in the streams near
you. Ask your HR group what contacts and periodicals they're using to interest potential
hires. 'We don't know where to find people different from us' is a costly excuse."
This article was
provided to GSA's "CPO News" by Cyntoria Carter, Director, GSA Human Capital
Strategy and Diversity Division. The original article was actually written by
Barbara Reinhold, a professional career counselor, and appeared in Monster.Com at the
(Original, OLD link to article):
Most RECENT known link to
original Reinhold article (as of 09-10-05):
(A) GSA Introduction
2003 -- Washington, DC] --
In the above article, white male employees are referred to as vanilla young men
which sounds an awful lot like a racial slur. Yet this article was distributed in a
GSA publication which dispenses advice about career planning. The fact that GSA's
Diversity Office -- an office dedicated to minority hiring -- suggested reprinting this
article for distribution within GSA certainly gives the appearance of anti-white animus
within the agency.
Did GSA's Diversity Office intend to promote a derogatory and demeaning
stereotype about white males?
Or are they so caught up in the mission of hiring minorities (read: non-whites) that the
thought never occurred to them that they might be creating a hostile work environment for
a non-favored group of employees, namely white males?
Either way, with articles such as the above being circulated by GSA's Diversity Office,
it is small wonder that GSA has been accused of routinely denying employment, promotion
and training opportunities to non-minority employees in favor of preferred races and skin
colors, according to several GSA employees with whom Adversity.Net has spoken.
At least one "reverse discrimination" lawsuit is currently pending against GSA
for their employment and promotion practices.
The General Services Administration describes itself as "the central manager of
workspace for the US federal government." It has approximately 14,239
In FY 2001 (Oct. 1, 2000 to Sept. 30, 2001) GSA hired 294.4% more black employees
than the proportion of blacks in the civilian labor force. [Table 1, below.] There is apparently no upper limit on the number of
protected minorities GSA can hire.
In FY 2000 (Oct. 1999 to Sept. 2000) only 62.3% of GSA employees were white men and women [Table 2, below] but 75.1% of the U.S. population is white [according to the 2000 Census].
On the record, GSA has practiced the following written and unwritten promotion
GSA offices, if no employee meets promotion criteria for a certain job then GSA
supervisors have been allowed -- and apparently were encouraged -- to promote non-white
"disadvantaged minorities" instead of fairly assessing all candidates regardless
of race or gender. No similar "promotion short cut" has traditionally been
allowed for white GSA employees.
and education are required for promotion to many positions within GSA. However,
black employees have been allowed to take advantage of training opportunities and
government-paid college education at a much higher rate than white employees. In
fact, it appears that white employees have often been denied training opportunities --
apparently due solely to skin color -- while black employees were routinely approved for
such training opportunities.
apparent discrimination against white employees at GSA is similar in many ways to a
reverse discrimination lawsuit against the U.S. Department of Energy for very similar
discriminatory promotion practices against white employees. [See DOE
Lawsuit, separate page.]
Historically, GSA supervisors have been able to assume that they are safe from reverse
discrimination lawsuits since federal diversity guidelines actually encourage most, but
not all, of GSA's racially favoritist, discriminatory practices.
The government's own "diversity numbers", below, present a strong prima facie
case that GSA does, in fact, discriminate against white employees.
If YOU have evidence of reverse
discrimination at GSA please send it to Adversity.Net!
|(B) Table 1
Over / Under Representation of Minorities at GSA
Oct. 1, 2000 to Sept. 30, 2001 (FY
% in Relevant Civilian Labor Force (RCLF)
(affirmative action target)
% in Federal Workforce (FW)
(actual % employed by GSA)
Difference between target (col A) and actual (col B)
Rate of over (under) hiring selected minority groups by GSA
GSA hired 294.4% more blacks
than their proportion in the civilian labor force
GSA hired 35.7% more Asian
Pacific Islanders than their proportion in the civilian labor force
GSA hired 120.0% more Native
Americans than their proportion in the civilian labor force
|Note 1 -- Source: OPM "Annual Report to Congress;
Federal Equal Opportunity Recruitment Program October 1, 2000 - September 30, 2001 [FY
2000]. Current link to full OPM report: http://adversity.net/fed_stats/OPM2003/opmreport_2000-2001.pdf
Note 2 -- Computation: Col
(B) - Col (A) = Col (C)
Note 3 -- Computation:
[Col (C) / Col (A)] X 100 = Col (D)
|(C) Table 2
Minority vs. White Employment at GSA
Oct. 1, 1999 to Sept. 30, 2000 (Older
data from FY 2000)
|All Other GSA
OPM - Table 1: Race/National Origin Distribution of Federal Civilian Employment Executive
Branch Agencies, Worldwide, September 30, 2000, page 31. Current link to full OPM
(D) OPM Definitions
According to the Office of Personnel Management, the
following definitions are applicable:
"The Civilian Labor Force (CLF) data are derived from the Bureau of
Labor Statistics September 2000 Current Population Survey (CPS) and the 1990 Decennial
Census. The CPS is a sample of 50,000 households across the nation and the sample
changes from year-to-year. Because of the changing sample, there can be wide
fluctuations in a group, like Hispanics, depending on which households are selected.
Due to small sampling size, the CPS does not have separate counts for Asian/Pacific
Islanders or Native Americans. Each group's percentage representation in the CPS
was extrapolated using the 1990 census to calculate their proportional representation from
the CPS "Black and Other" category. The CLF data cover every
non-institutionalized individual 16 years of age and older, employed and unemployed U.S.
citizens and non-citizens, while the CPDF data are predominantly Federally-employed U.S.
citizens." [Return to Introduction]
"The Relevant Civilian Labor Force (RCLF) is the Civilian Labor
Force (CLF) data that are directly comparable (or relevant) to the population being
considered in the FW (Federal Workforce). For example, if we were analyzing
representation of black engineers employed in the Federal workforce, we would compare them
with black engineers reported in the CLF. The black engineers in the CLF represent
the RCLF in this example. In the FEORP report, FW comparisons to the RCLF are the
basis for occupational analysis." [Return
"Underrepresentation, as defined in 5 CFR, Section 720.202, means a
situation in which the number of women or members of a minority group within a category of
civil service employment constitutes a lower percentage of the total number of employees
within the employment category than the percentage that women or the minority group
constitutes within the civilian labor force of the United States." [Return to Introduction]
OPM pointedly does not define overrepresentation of a given
minority group, therefore there is apparently no upper limit on the numbers of minorities
that can be given racially preferential treatment by government employers. Notice
also that OPM's definition of underrepresentation specifically
excludes white males and other non-minorities. Thus, under OPM's definitions, it is
not possible for white males to be underrepresented in government employment. [Return to Introduction]
(E) Submit Info about GSA Reverse Discrimination
Stand Up and Be Counted!
You can help yourself and other innocent non-minority GSA employees by reporting evidence
of reverse discrimination to Adversity.Net. You may do so anonymously if you wish.
Please go to our GSA Reverse Discrimination Submission
page to submit any evidence you have regarding GSA employment practices which favor
minorities over non-minorities. Adversity.Net will not reveal your identity unless
you give us permission to do so.