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FBI

FBI. Case Study by: Brian Camille Mark Peter. FBI logo. (n.a) Retrieved November 19, 2010 from: FBI.gov. Agenda. Introduction Company Description Description of the Problem Case Review Historical Context Approach to the problem Conclusion Current State of the problem 

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FBI

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  1. FBI Case Study by: Brian Camille Mark Peter FBI logo. (n.a) Retrieved November 19, 2010 from: FBI.gov

  2. Agenda Introduction Company Description Description of the Problem Case Review Historical Context Approach to the problem Conclusion Current State of the problem  Relation to course  References FBI logo. (n.a) Retrieved November 19, 2010 from: FBI.gov

  3. Agenda Introduction Company Description Description of the Problem Case Review Historical Context Approach to the problem Conclusion Current State of the problem  Relation to course References FBI logo. (n.a) Retrieved November 19, 2010 from: FBI.gov

  4. FederalBureauofInvestigation FBI logo. (n.a) Retrieved November,19 2010 from: FBI.gov History The FBI was established in 1908. FBI Mission Is to protect and defend the United States against… Terrorist; Foreign intelligence threats; Uphold & enforce US laws; Provide leadership and; Criminal justice services to government agencies & partners. About Us. (2008) Quick Facts. FBI.gov.

  5. FederalBureauofInvestigation FBI logo. (n.a) Retrieved November,19 2010 from: FBI.gov Missions Statement Focus Focuses onthreats that challenge the foundations of American society or involve dangers too large or complex for any local or state authority to handle alone. In executing the following priorities, we will produce and use intelligence toprotect the nationfrom threats and to bring to justice those who violate the law. Employment November 1, 2010, 35,525 agents Which include… 13,847 Special agents & 21,678 Support personal. About Us. (2008) Quick Facts. FBI.gov.

  6. FederalBureauofInvestigation FBI logo. (n.a) Retrieved November,19 2010 from: FBI.gov Motto "Fidelity, Bravery, and Integrity." Core Values Obedience to the Constitution of the United States; Respect ; Compassion; Fairness; Personal and institutional integrity; Accountability ; Leadership. About Us. (2008) Quick Facts. FBI.gov.

  7. FBI’s Diversity Values Director's Statement on Diversity "We believe in creating a meaningful environment that values the unique culture each individual brings to today's FBI. We believe that the diversity of the American society should be represented at all levels throughout the FBI, and thatour employees should all be given equal access to opportunities for growth and advancement. Today's FBI demands that we become more diverse, and we are working harder than ever to be more inclusive — for all people, regardless of color, race, religion, national origin, political affiliation, marital status, disability, age, sex, or sexual orientation. To this end, we are redoubling our diversity efforts within the FBI as well as externally with organizations such as Boys and Girls Clubs of America, the League of United Latin-American Citizens, and the NAACP."Robert S. Mueller, IIIFBI Director FBI Jobs (2008) FBI Diversity : Director Statement on Diversity. FBI.gov.

  8. FBI’s Diversity Values WE ARE COMMITTED to be Equal Opportunity Employer The Federal Bureau of Investigation is an Equal Opportunity Employer. All qualified applicants will receive consideration.Except where otherwise provided by law, selection will be made without regard to, and therewill be no discriminationbecause of race, religion, color, national origin, sex, political affiliations, marital status, non-disqualifying physical or mental disability, age, sexual orientation, membership or non-membership in an employee organization, or on the basis of personal favoritism or other non-merit factors. The FBI welcomes and encourages applications from persons with physical and mental disabilities, and will reasonably accommodate the needs of those persons. The decision on granting reasonable accommodation will be on a case-by-case basis. The FBI is firmly committed to satisfying its affirmative obligations under the Rehabilitation Act of 1973, to ensure that persons with disabilities have every opportunity to be hired and advanced on the basis of merit within the FBI. FBI Jobs (2008) FBI Diversity. FBI.gov.

  9. FBI’s Diversity Values FBI Jobs (2008) FBI Diversity. FBI.gov.

  10. FBI’s Diversity Values Office of Professional Responsibilities (OPR) Established in 1976 To ensuring that allegations of wrongdoing are thoroughly investigated and that discipline isappropriate and fair regardless of the assignment or seniority. Over see that employees conduct themselves with the highest level of integrity and professionalism. OPR Reform (2008) FBI News Letter. FBI.gov.

  11. FBI’s Diversity Values OPR Reform November 14, 2002 Since 1997 the bureau has instituted reforms within the OPR and even today continues to review procedures. By giving all employees and the American public complete confidence in the FBI's disciplinary system. OPR Reform (2008) FBI News Letter. FBI.gov. FBI logo. (n.a) Retrieved November,19 2010 from: FBI.gov

  12. The organization culture at the FBI is a brotherhood of White male agents • Results • Difficult to integrateWomen, Black, andLatinoagents into the organization’s culture • Complaints by these groups are not taken seriously

  13. Description of Problem • 1981 • 2000 person class action discrimination/sexual harassment suit by female agents • 1987 • Discrimination suit by Donald Rochon (Black agent) • 1988 • 311 person class action discrimination suit by Latino agents

  14. Description of the Problem cont… • Deliberate Racial Harassment; • Little to no Promotion; • Undesirable Assignments; • No Assignments to Top-Priority Cases; • Sexual Harassment.

  15. Agenda Introduction Company Description Description of the Problem Case Review Historical Context Approach to the problem Conclusion Current State of the problem  Relation to course References FBI logo. (n.a) Retrieved November 19, 2010 from: FBI.gov

  16. Black Agent Discrimination • A Chicago-based white agent of the Federal Bureau of Investigation has acknowledged that he and other white colleagues planned a campaign of ''retribution'' against a black agent, Donald Rochon, whose case has prompted a national debate over racism in the bureau. • The Justice Department and the Equal Employment Opportunity Commission have found that Mr. Rochon was the victim of ''blatant racial harassment'' in the F.B.I.'s Omaha office in 1983 and 1984. • (“In one incident, someone in the Omaha office taped a picture of an ape's head over a photograph of Mr. Rochon's son.”) Shenon, P. (1988, July 5). F.B.I. Agent Admits Harassing Black. New York Times.

  17. Black Agent Discrimination • In Chicago, Donald Rochon was discriminated against by 2 white male FBI agents in particular: • Gary W. Miller: “According to lawyers in the Rochon case, Mr. Miller is a focus of the Federal grand jury in Chicago that is reviewing the black agent's charges of death threats and other harassment.” (and insurance fraud.) • Thomas J. Dillon: Stated that Mr. Rochon was a troublemaker. Miller’s Lawyer said “Mr. Miller sent the unsolicited mail to the Rochons not out of any racial animosity but as a sign of ''loyalty to a friend,'' Mr. Dillon, who had been the subject of some of the black agent's charges in Omaha and Chicago.” • “After an investigation of the Omaha incidents, the F.B.I. directed Mr. Dillon and two other employees to undergo racial sensitivity training. It is unclear from the F.B.I. documents whether anyone other than those three and Mr. Miller has been disciplined in any way for actions against Mr. Rochon.” Shenon, P. (1988, July 5). F.B.I. Agent Admits Harassing Black. New York Times.

  18. Results/Info • (1988) “FBI Director William Sessions, vowing to stamp out any racism or discrimination at the bureau, said Thursday he has approved a new five-year affirmative action program to hire and promote more minority employees.” • This Affirmative Action Plan is to run from 1988 to 1992 by recruiting minority Agents through advertising and recruiting. • In 1988 out of 9,597 agents: • 4.345 % black • 4.57 % Hispanic. • In the U.S. population, blacks accounted for about 12 percent, and Hispanics made up about 8 percent. Associated Press. (1988, September 2). FBI Director Vows to Hire, Promote Minorities. St. Petersburg Times.

  19. Transition • “The newly released documents are bound to cause further embarrassment for the bureau, which has been criticized by Congress over the Rochon case and over other discrimination claims involving black and Hispanic employees. More than half of the F.B.I.'s Hispanic agents have joined in a separate lawsuit against the bureau, charging that they faced discrimination in hiring and promotion.” Shenon, P. (1988, July 5). F.B.I. Agent Admits Harassing Black. New York Times

  20. Hispanic Agent Discrimination (News Service, 1988) • A majority of the FBI's Hispanic agents have joined in aclass-action suit charging that the bureau prefers to promote Anglos, even though Spanish- speaking operatives draw a disproportionate share of dangerous assignments. • The case, Perez vs. FBI, would go to trial in U.S. District Court in El Paso, Texas, on June 20, 1988. • Bernardo Matias Perez, 48, a 25-year veteran who initiated the lawsuit, stated that “We do the dirty jobs, but when it comes time to name a supervisor, the bureau picks the Anglo”. • The Hispanics say there arenot enough Hispanics in the FBI to do the work that requires bilingual skills. Their suit asks the court to require that the FBI beef up its number of Hispanic agents and to bar the bureau from allocating work assignments that"deny (Hispanics) opportunities for promotion." News Service, H. (1988, March 26). Hispanic Agents Sue FBI, Claim Bias. Times Union

  21. Results • The number of Hispanic agents in the bureau has risen from 155 in 1978 to 406 today, according to FBI spokesman Bill Carter. In addition, 148 Hispanic agents are enrolled in a career development program that will lead to senior field agent and management positions. News Service, H. (1988, March 26). Hispanic Agents Sue FBI, Claim Bias. Times Union

  22. Female Discrimination • Former Agent Christine A. Hansen sued the organization for purposely discriminating against women in its recruitment plan which crucially suppressed the population of female applicantsdisproportionately in 1981 . • Female agents were being verbally sexual harassed and faced promotion difficulties , in addition to development of “work - family conflict” due to high transfer frequencies. Associated Press. (1981, July 31). FBI to Step up Recruitment of Women. Boston Globe

  23. Female Discrimination • Complaints ofsexual harassed were either ignored or taken lightly. One particular involves the supervisorwarned specifically that “if you’re going to make a complaint, beware. This is a very dirty business.” • An agent based in Arizona, Suzane J. Doucette, sued and resigned because her suit was refused to be taken seriously by her supervisor. • Hether Power-Anderson and Boni Carr Aduenda, both an agent within FBI, claimed their supervisor, John Carpenter, “made unwelcome sexual comments and advances for more than a year, despite their objection.” Mydans, Seth. (1994, March 12). Female Agents Sue F.B.I., Alleging Discrimination. The New York Times

  24. Results/Info • The organization decided to recruit more female applicants by eliminating physical training requirements, such as “trigger pulling test”, that would seem biasfor the female applicants. • Award back pay to the victims of sexual harassment within the organization. However, the amount has been unspecified. • Vow the new recruitment needs to contain41% female interviewees. • FBI Director William Webster was ordered to properly informed all the agents that sexual harassment will NOTbe tolerated. Those who violated this condition will be disciplined. Associated Press. (1981, July 31). FBI Ordered to End Sex Discrimination. Boston Globe

  25. Organization’s Response • The FBI worked to conceal the discrimination complaints by denying that there is bias or discriminatory practices in hiring, promoting, disciplining, and work assignments • There was little information on the outcomes of these cases since the FBI usually settled to obtain privacy/security

  26. Organization’s Response cont. • The FBI also decided to increase their targeting toward female and minority agents • There is not a mentoring system in place to integrate these new hires into the existing company culture so it is difficult to change the problem

  27. Patterns throughout the Cases

  28. Agenda Introduction Company Description Description of the Problem Case Review Historical Context Approach to the problem Conclusion Current State of the problem  Relation to course  References FBI logo. (n.a) Retrieved November 19, 2010 from: FBI.gov

  29. Current State of the Problem • The No FEAR Act • Antidiscrimination Laws: “A Federal Agency cannot discriminate against an employee or applicant with respect to the terms, conditions or privileges of employment on the basis of race, sex, color, religion, national origin, age, disability, genetic information, parental status, or sexual orientation (Office of the Director of National Intelligence) • Department of Justice DOJ. (2009, 8 Jan). No FEAR Act. Justice.gov. .

  30. Current State of the Problem cont. • No FEAR Act cont… • Whistleblower Protection Laws: It is the policy of the federal government to enable employees to disclose evidence of fraud, abuse, mismanagement, or illegal activities without fear of reprisal. • There is not a lot of current and available information on the FBI and allegations of discrimination • Department of Justice DOJ. (2009, 8 Jan). No FEAR Act. Justice.gov. .

  31. Relation to the Course • Texeira “Who Protects and Serves Me?” • “Kanter (1977) suggested that ‘outsiders’ are treated differently from ‘insiders’ in organizations because of the demographic makeup and structure of the workplace…in the case of policing, the structure is defined as both male (Martin & Jurik 2001) and Eurocentric (Cashmore 1991; Crank 1998; Dulaney 1996)” (pg 526) Texeira, M. T. (Aug 2002). Who Protects and Serves Me Gender and Society.

  32. Relation to the Course cont. • Texeira “Who Protects and Serves Me?” • “Sexual harassment has historically been one way to convey the ‘unwelcome’ message to women in policing (Appier 1997; Martin & Jurik 2001) and other criminal justice professions such as corrections (Owen, 1988)” (pg 527) Texeira, M. T. (Aug 2002). Who Protects and Serves Me Gender and Society.

  33. Relation to the Course cont. • Canas & Sondak “Diversity in the Workplace: A Legal Perspective” • Federal Acts Relating to Workplace Diversity (pg 41-2) • Executive Order 8802 (1941): prohibits government contractors from discriminating on the basis of race, color or national origin • Title VII of the Civil Rights Act of 1964: prohibits employment discrimination on the basis of race, color, religion, gender or national origin • Executive Orders for Affirmative Action (EO 11246 in 1965 and 11375 in 1967): requires government contractors to take “affirmative action steps” toward prospective minority applicants; amended in 1967 to cover discrimination based on gender • Civil Rights Act of 1991: monetary damages in cases of intentional employment discrimination Canas, K., Sondak, H. (2010). Diversity in the Workplace: A Legal Perspective. (2nd Ed.),

  34. Agenda Introduction Company Description Description of the Problem Case Review Historical Context Approach to the problem Conclusion Current State of the problem  Relation to course References FBI logo. (n.a) Retrieved November 19, 2010 from: FBI.gov

  35. References About Us. (2008) Quick Facts. FBI.gov. Retrieved November, 19 2010 from: http://www.fbi.gov/about-us/quick-facts Associated Press. (1981, July 31). FBI to Step up Recruitment of Women. Boston Globe. Retrieved November 16, 2010, from NewsBank.com on-line database (Access World News). Associated Press. (1981, July 31). FBI Ordered to End Sex. Boston Globe. Retrieved November 16, 2010, from NewsBank.com on-line database (Access World News). Associated Press. (1988, September 2). FBI Director Vows to Hire, Promote Minorities. St. Petersburg Times (CITY ed.), 5A. Retrieved November 22, 2010, from NewsBank.com on-line database (Access World News) Canas, K., Sondak, H. (2010). Diversity in the Workplace: A Legal Perspective. (2nd Ed.), Opportunities and Challenges of Workplace Diversity (pp. 26-43). Dallas, TX. Prentice Hall.

  36. References Cont… FBI logo. (n.a) Retrieved November 19, 2010 from: FBI.gov. November, 19 2010 from: http://www.fbi.gov FBI Jobs (2008) FBI Diversity. FBI.gov. Retrieved November, 19 2010 from: http://www.fbi.gov/jobs Department of Justice DOJ. (2009, 8 Jan). No FEAR Act. Justice.gov. Retrieved Nov 19, 2010 from http://www.dni.gov/printer_friendly/nofear_print.htm. Jobs (2008) FBI Diversity: Director Statement on Diversity. FBI.gov. Retrieved November, 19 2010 from: http://www.fbi.gov/jobs Mydans, Seth. (1994, March 12). Female Agents Sue F.B.I., Alleging Discrimination. The New York Time. . Retrieved November 16, 2010, from NewsBank.com on-line database (Access World News). News Service, H. (1988, March 26). Hispanic Agents Sue FBI, Claim Bias. Times Union, The (Albany, NY) (ONE STAR ed.), A4. Retrieved November 16, 2010, from NewsBank.com on-line database (Access World News)

  37. References Cont… OPR Reform (2008) FBI News Letter. FBI.gov. Retrieved November, 19 2010 from: http://www.fbi.gov/news Shenon, P. (1988, July 5). F.B.I. Agent Admits Harassing Black. New York Times, The (NY) (Late City Final Edition ed.), Retrieved November 16, 2010, from NewsBank.com on-line database (Access World News) Texeira, M. T. (Aug 2002). “Who Protects and Serves Me?": A Case Study of Sexual Harassment of African American Women in One U.S. Law Enforcement Agency. Gender and Society. 16( 4) 524-545. Retrieved Nov 16, 2010 from http://www.jstor.org/stable/3081801

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