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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 Body 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 Body Historical Context Approach to the problem Conclusion Current State of the problem  Relation to course  Work Sites FBI logo. (n.a) Retrieved November 19, 2010 from: FBI.gov

  3. 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. FBI Quick Facts. (2008) Retrieved November,19 2010 from: http://www.fbi.gov/about-us/quick-facts

  4. FederalBureauofInvestigation FBI logo. (n.a) Retrieved November,19 2010 from: FBI.gov Our Priorities Focuses onthreatsthatchallenge the foundations of American societyor 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. FBI employment November 1, 2010, 35,525 agents Which include… 13,847 Special agents & 21,678 Support personal. FBI Quick Facts. (2008) Retrieved November,19 2010 from: http://www.fbi.gov/about-us/quick-facts

  5. 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. FBI Quick Facts. (2008) Retrieved November,19 2010 from: http://www.fbi.gov/about-us/quick-facts

  6. 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 Diversity. (2008) Retrieved November,19 2010 from: http://www.fbi.gov/jobs

  7. 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 Diversity. (2008) Retrieved November,19 2010 from: http://www.fbi.gov/jobs

  8. FBI’s Diversity Values FBI Diversity. (2008) Retrieved November,19 2010 from: http://www.fbi.gov/jobs

  9. FBI’s Diversity Values Office of Professional Responsibility (OPR) Established in 1976 To ensuring that allegations of wrongdoing are thoroughly investigated and that discipline is appropriate and fair regardless of the assignment or seniority. Over see that employees conduct themselves with the highest level of integrity and professionalism. FBI Press Release. (2008) Retrieved November,19 2010 from: http://www.fbi.gov/news/

  10. FBI’s Diversity Values History of OPR 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. FBI Diversity. (2008) Retrieved November,19 2010 from: http://www.fbi.gov/jobs FBI logo. (n.a) Retrieved November,19 2010 from: FBI.gov

  11. The organization culture at the FBI is a brotherhood of White male agents • It is difficult to integrate women, Black, and Latino agents into the organization’s culture • Complaints by these groups are not taken seriously

  12. 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

  13. 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

  14. 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

  15. Patterns throughout the Cases • Retaliation against agents who complained about discrimination or sexual harassment • Disciplinary privilege toward White agents • Unfair work assignments/transfers based on privilege

  16. Current State of the Problem • The No FEAR Act (January 8, 2009) • 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)

  17. Current State of the Problem cont. • Another part of the No FEAR Act (January 8, 2009) • 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 (Office of the Director of National Intelligence) • There is not a lot of current and available information on the FBI and allegations of discrimination

  18. Current State of the Problem cont.

  19. 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)

  20. 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)

  21. Relation to the Course cont. • Canas and 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

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