White FAA employee Michael C. Ryan won
a HUGE award against FAA for their illegal anti-white-male bias! (Judge's order entered
Adversity.Net (Horror Stories, Case 41, this site): Michael
C. Ryan is white, and he has worked for the FAA since 1976. He has excellent
performance reviews. He even was a supporter of "affirmative action" until
the FAA began promoting less-qualified minorities over him. He proved illegal
discrimination in a court of law, and he WON a victory for race-blind merit-based
promotions at the FAA.
It took Michael Ryan more than nine years of litigation and hearings before the
FAA agreed to change their policies as well as award him back-pay, attorney's fees and the
promotion which he so clearly deserved.
This is a case study in forced diversity goals run amok. Senior FAA personnel
deliberately and illegally deprived Mr. Ryan of his civil rights in order to meet
unconstitutional racial quotas.
FAA Says Skin Color is More Important
Than Air Safety! (Revised 12-30-98)
Adversity.Net (Horror Stories, Case 7, this site):
DeWayne T. Currier's qualifications far exceeded the FAA's requirements for the
job. Mr. Currier had multiple college degrees in the required subjects, he had over
10 yrs. experience in the field, plus he had Veteran's points and Disability points.
Nonetheless, he was rejected because the FAA only had openings for minorities!
On numerous occasions, FAA personnel told Mr. Currier that the government only wanted
minorities for the jobs for which he was applying.
Federal Aviation Administration Doles
Out Quotas, Not Safety! (Revised 01-30-99)
(analysis, this site): As part
of U.S. DOT, FAA is a separate administration which maintains a huge minority set-aside
In fiscal year 1996 white, male-owned businesses were excluded from $549,820,000
in FAA contracting dollars. And FAA is only one of U.S. DOT's operating arms.
Businesses owned by selected minorities and women were "protected" from pesky
competition by white male owned businesses for that 1/2 billion dollars. This is a
common, government-wide practice that has cost white male owed contracting firms hundreds
of billions of dollars.
FAA Found Guilty of
Sex-Discrimination... Against MEN! (Oct. 14, 2004)
Excerpted from GovExec.Com
"Daily Briefing" Oct. 14, 2004:
In a story titled Judge finds
FAA managers participated in sex discrimination plot, GovExec.Com reporter Chris
Strohm reports that at least three FAA managers falsified personnel records and lied under
oath in order to meet FAA's gender-quota goal for female hires and promotions. Not
to put too fine a point on it, but several highly-qualified male employees of the FAA were
screwed in the process in order to achieve FAA's illegal, quota-based
Here are the highlights of what GovExec.Com reported:
"An administrative judge has ruled that at least three Federal Aviation
Administration managers participated in a sexual discrimination plot that included
manipulating personnel records and lying under oath in order to artificially meet
"The FAA unlawfully appointed
a woman to replace [male employee] James Vanderpool as division manager for the agency's
Northwest Mountain Region office in Renton, Wash., said Equal Employment Opportunity
Commission Judge Zulema Hinojos-Fall, in a decision obtained by Government Executive.
Vanderpool filed a complaint after being replaced by Susan Underwood, who was appointed
without competition and given a higher salary, the judge found.
In her ruling, EEOC Commission
Judge Hinojos-Fall wrote "One may infer from the evidence that the agency engaged in
impermissible machinations to deprive [Vanderpool] of his division management position in
order to elevate Ms. Underwood in title, pay and position in order to satisfy its
diversity goal, an action which is clearly contrary to [the law] and which [Vanderpool]
has established to have been discriminatorily based on [gender]." She
went on to say that the action violated Title VII of the 1964 Civil Rights Act.
"Three weeks before [male
employee] Vanderpool was [illegally] replaced, [FAA manager] Gripper convened a meeting of
division managers in which he mentioned the need for diversifying ranks in order to meet
FAA diversity goals. According to one witness, after the remarks [the FAA managers]
'joked amongst themselves about their diversity bonus'."
"[FAA Manager] Gripper, the
judge said, "was evasive, refused to answer even the most direct yes-or-no questions,
and was effectively impeached by [Vanderpool's] attorney on a number of material facts on
which his oral testimony at the hearing contradicted the affidavit he had provided for the
record of investigation."
"Gripper was guilty of
"clearly perjuring himself," the judge added, noting: "This is hardly
conduct befitting a highly placed official of the FAA."
"Additionally, the judge said
three male division managers were actually removed without cause and replaced by three
women in late 2002, following the meeting in which Gripper made his remarks about
Last known link: http://www.govexec.com/dailyfed/1004/101404c1.htm
(Opens new window).
Send email GovExec.Com reporter
Chris Strohm at: email@example.com
|Over Representation of Minorities at DOT
Oct. 1, 2002 to Sept. 31, 2003
% in Relevant Civilian Labor Force (RCLF)
(affirmative action target)
% in Federal Workforce (FW)
(actual % employed by DOT)
Difference between target (col A) and actual (col B)
Rate of OVER HIRING of selected minority groups by DOT
DOT hired 101.4% more blacks
than their proportion in the civilian labor force
DOT hired 1.7% more
Hispanics than their proportion in the civilian labor force
DOT hired 34.5% more Asian
Pacific Islanders than their proportion in the civilian labor force
DOT hired 140% 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, 2002 - September 30, 2003 [FY
2003]. Current link to original, unedited OPM report (Adobe Acrobat PDF format): http://adversity.net/fed_stats/OPM2004/feorp2003.pdf
Note 2 -- Computation: Col
(B) - Col (A) = Col (C)
Note 3 -- Computation:
[Col (C) / Col (A)] X 100 = Col (D) This figure represents the % by which the
DOT has over (or under) hired the specified racial groups when compared to their
proportion in the relevant civilian labor force.
Note 4 -- Strangely
enough, the annual OPM report upon which this analysis is based does NOT report hiring or
firing data for white males employed by the government.
detailed analysis of minority overhiring for ALL federal departments at the following
Racial Quotas in
the Unfriendly Skies of United Airlines (an ongoing Adversity.Net investigative report)
END of Federal Aviation Administration Page