Browse Ideas with tag 'discrimination':

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  Ban Racial Discrimination, Including Affirmative Action Please

  I don't understand why in this day and age I have to put my race on the application package for federal positions. But, when I put in an application with NOAA, my agency, they ask for my race. Supervisors throughout the government are rated in part on EEO (ie; affirmative action goals). There is open incentive for people with discretionary hiring powers to pick candidates who are "other than white male." Any time you ...more »

  I don't understand why in this day and age I have to put my race on the application package for federal positions. But, when I put in an application with NOAA, my agency, they ask for my race. Supervisors throughout the government are rated in part on EEO (ie; affirmative action goals). There is open incentive for people with discretionary hiring powers to pick candidates who are "other than white male." Any time you introduce incentive based on anything other than qualifications, it is bound to decrease effectivity because you might not necessarily get the best people. It might only have a small impact, this type of discrimination, but if we are interested in effectivity and efficiency we have to look at hiring practices along with everything else. Get rid of all racial discrimination and affirmative action. Affirmative action tactics and strategy up until this point have either worked, or not worked. In either case, is time to end it.

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  Submitted by Community Member 2 years ago

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  Reform Eeo

  Its a bad solution to a bad problem. Find a better way to eliminate discrimination and harassment in the work place. It costs the taxpayers money every time some one says something ignorant to a fellow employee.

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  Submitted by Community Member 2 years ago

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  Increasing Trade, Exports, and Overall Competitiveness »

  ELIMINATE AFFIRMATIVE ACTION

  I propose to eliminate any and all activities, positions, etc., that fall under the umbrella of Affirmative Action. Affirmative Action is an atiquated and racist program that recruits, hires, and promotes according to race, sexual preference, gender, etc. The government is in dire need of placing the right people in the right positions by evaluating and basing decisions on qualifications and performance. This will greatly ...more »

  I propose to eliminate any and all activities, positions, etc., that fall under the umbrella of Affirmative Action. Affirmative Action is an atiquated and racist program that recruits, hires, and promotes according to race, sexual preference, gender, etc. The government is in dire need of placing the right people in the right positions by evaluating and basing decisions on qualifications and performance. This will greatly increase productivity, eliminate wasteful spending in MANY areas, and help to eliminate racism.

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  Submitted by Community Member 2 years ago

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  Stop Age Discrimination

  Age discrimination is everywhere in the commercial marketplace. Layoffs, low-pay, and intrusive documentation screening seek to keep our older and wiser population out of the workplace. It used to be that you didn’t have to worry as much about this when applying for jobs, but nowadays employers relate age with laziness, out-of-date skills, health care liabilities, etc. Just look at unemployment demographics. This ...more »

  Age discrimination is everywhere in the commercial marketplace. Layoffs, low-pay, and intrusive documentation screening seek to keep our older and wiser population out of the workplace. It used to be that you didn’t have to worry as much about this when applying for jobs, but nowadays employers relate age with laziness, out-of-date skills, health care liabilities, etc. Just look at unemployment demographics. This type of discrimination is rampant and is unjustified. This can be solved by requiring employers to report hiring data for job listing, age, selection process, criteria, and other revealing information. This data would be disseminated to applicants previously interviewed and could be made available publicly. In turn applicants could decide to launch individual and class suits allowing the marketplace to resolve discrimination issues and leave it out of the governments hands other than reporting. Companies that settled suits or lost in court would then pay a fine to the government to fund the program. A similarly transparent process would be used for layoffs, buyouts, early separations, firings, etc. to ensure employers are not cherry picking.

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  Submitted by Community Member 2 years ago

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  Consolidate Housing Discrimination Complaints

  Currently housing discrimination complaints can be filed through HUD or USDA's Rural housing Program. This process should be consolidated through one office, HUD's office of Fair Housing and Equal Opportunity. As it stands now, this means we have two offices doing the same thing. Eliminate the redundancy and locate all work in one office and we could reduce a few federal workers.

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  Submitted by Community Member 2 years ago

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  Reform EEO to provide better support for legitimate complaints

  The current EEO complaint process is structured so as to place the most burden on the victim (including the cost of legal representation during the 2+ years of the case) and the second-largest burden on the agency (whose General Counsel resources are devoted to defending the perpetrators' actions in the agency's name) -- while there is essentially zero accountability or burden placed on the actual perpetrator. Real ...more »

  The current EEO complaint process is structured so as to place the most burden on the victim (including the cost of legal representation during the 2+ years of the case) and the second-largest burden on the agency (whose General Counsel resources are devoted to defending the perpetrators' actions in the agency's name) -- while there is essentially zero accountability or burden placed on the actual perpetrator.

  Real discrimination can adversely impact not just the effected employee(s) but the actual mission and effectiveness of their agency. Therefore, when agencies defend only perpetrators of discrimination, they undermine their own effectiveness -- as well as the federal government's commitment to uphold EEO.

  How effective can the No Fear Act be if abusive/discriminatory managers know that they will not be held personally accountable for their actions (retaliation included) -- and that instead the agency will view the complaining employee as the "problem" and the enemy?

  I recommend overhauling the system to adjudicate civilian federal complaints in a similar way to military court marshals -- in that *both* sides should be provided a government attorney/advocate for their case.

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  2 comments for Idea: Reform EEO to provide better support for legitimate complaints

  Submitted by Community Member 2 years ago

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  Reverse Age Discrimination

  There is a law that prevents workers from being discriminated against because of their age (over 40). However, there also exists a situation where an elderly employee can no longer fully perform her duties in a proficient manner. There are others in the same position who are being discriminated against in an opposite manner because the elderly employee gets away with NOT performing parts of her duties because she either ...more »

  There is a law that prevents workers from being discriminated against because of their age (over 40). However, there also exists a situation where an elderly employee can no longer fully perform her duties in a proficient manner. There are others in the same position who are being discriminated against in an opposite manner because the elderly employee gets away with NOT performing parts of her duties because she either won't or can't do them. The rest of us still have to perform all duties attached to the position. What's right for the younger employees has to be right for the elderly employee as well. When this type of reverse discrimination takes place, the government loses out because it's not getting the same amount of work from the one employee who's earning more than the other employees because of the number of years she's been in the position. This should not be tolerated and supervisors should not be afraid of documenting cases against such employees. The government should be getting the same work out of all employees in a particular position no matter what the age is. Removing that employee from her position is not age discrimination. She should be removed because of lack of job performance. That has NOTHING to do with age.

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  Submitted by Community Member 2 years ago

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  Continue to reform EEOC so civil rights enforcement strengthened

  I would like to commend the good work that has already been done. Please continue to reform the EEOC so that civil rights enforcement will be reinvigorated. Also, efforts should be maintained so that civil rights enforcement should be reinvigorated in federal agencies. In my opinion, when civil rights are not enforced, this could permit alot of waste, and abuse and inefficiencies to occur within federal agencies. I ...more »

  I would like to commend the good work that has already been done. Please continue to reform the EEOC so that civil rights enforcement will be reinvigorated. Also, efforts should be maintained so that civil rights enforcement should be reinvigorated in federal agencies. In my opinion, when civil rights are not enforced, this could permit alot of waste, and abuse and inefficiencies to occur within federal agencies. I would like to give specifics about my own agency - however, I'm not sure if I'm permitted to. Here are some hypothetical examples: ,if, for example, all of the EEO cases from a particular agency, are routinely shunted to the same one or two judges who have a reputation for underenforcing the civil rights laws - for example, only finding discrimination ifindings in 1 or 2 times in a 5 to 10 year period, then this can allow for alot of inefficiencies, and government waste to occur within that particular agency - such as disruption of the economy and even innovation. I agree with the report given to the UN that improvement on civil rights enforcement is a valid goal sought by the US. I think this will help towards "winning the future". I also agree that some battles can be compromised on, while others do not deserve compromise. I believe that the area of civil rights is one area where compromise will not work, if compromise is defined as not enforcing the civil rights for all, including racial minorities. A "go slow" approach to the civil rights of certain racial minorities will not work for the US - because the US needs to utilize and develop the talent of all of its people if its going to win the future. I also believe that the Office of General Counsels within Federal Agencies should be reigned in, reconstituted so that they don't defend inefficient , wasteful practices at the expense of the agency and agency operations and employees. Federal agencies's general counsels should not engage in litigation tactics that are so aggressive that amount to bullying civil rights litigants who are employees. By this I mean, that federal agencies's offices of general counsels should not be akin to trademark "bullies" - but in the arena of civil rights litigation instead of "trademarks" - where they engage in aggressive litigation tactics to attempt to defend their agencies beyond a reasonable interpretation of the Civil Rights laws - this involves harrassing the plaintiff with reams of motions for example, that they know they can't win, but they know will overwhelm the small entity employee. Also, General Counsel lawyers in agencies should not engage in tactics that demean employees in motions to the EEOC - based on racial stereotypes. This is also a form of "bullying". The approach to civil rights should not be to sweep the civil rights issue under the rug- or to "bully" employees so that this is the outcome - employees should have a "legitimate" option of pursuing legitimate civil rights claims in "just" courts - that will actually be enforcing the civil rights laws. It is going to cut inefficiency in government to deal with federal managers who "bully" their employees on the issue of race, gender, etc. - because if employees are permitted to work in an environment where "bullying" is addressed and punished and not tolerated- then they themselves, will be permitted to function optimally.

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  Submitted by Community Member 2 years ago

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  Anti-discrimination Policies for LGBT Employees & their Families

  I urge you to enact strong protections for federal employees based on their actual or presumed sexual orientation, gender identity, and gender expression. Lacking protections (and clearly explaining these protections to all employees) means that we're discouraging lesbian, gay, bisexual, and transgender talent from coming to the federal government. This should extend to issues including health insurance and benefits as ...more »

  I urge you to enact strong protections for federal employees based on their actual or presumed sexual orientation, gender identity, and gender expression. Lacking protections (and clearly explaining these protections to all employees) means that we're discouraging lesbian, gay, bisexual, and transgender talent from coming to the federal government. This should extend to issues including health insurance and benefits as well, so all families can be included.

  While some agencies, including my own, mentioned sexual orientation as a protected class, very few mention gender identity and expression. This should be rectified ASAP, and management must be educated as well.

  For example, while I can use my sick leave to take my same-sex partner to the doctor, potential repercussions from supervisors makes many people afraid to use the rights we already have. While he cannot be on my Federal health insurance, many private organizations would allow us to--and many LGBT people go to them instead. Feeling excluded like that will hurt retention and hiring. Thank you.

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  Submitted by Community Member 2 years ago

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  DOD Civilian Workers over seas.

  Give the DOD Civilians the same 95000.00 break that the contractors get over seas. Also the DOD civilians should be tax free like the military because we risk our lives going into the war zone. When government workers go over seas they should be paid time and a half the same as the do in the US. Our laws should not stop just because a us citizen is over seas. When you are on a US base over seas it is considered us ...more »

  Give the DOD Civilians the same 95000.00 break that the contractors get over seas. Also the DOD civilians should be tax free like the military because we risk our lives going into the war zone. When government workers go over seas they should be paid time and a half the same as the do in the US. Our laws should not stop just because a us citizen is over seas. When you are on a US base over seas it is considered us teratory. Be consistant and fair.

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  Submitted by Community Member 2 years ago

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  Management Idea

  Cameras in the offices of all manager, or higher positions. If these folks are good enough for management positions, why shouldn't we do what we can to make sure we're getting our moneys worth? Camera's are being used everywhere else, including police cars. This would increase productivity, reduce workplace violence, intimidation, sexual harrassment, discrimination, etc. Our salaries, promotions, and demotions are ...more »

  Cameras in the offices of all manager, or higher positions. If these folks are good enough for management positions, why shouldn't we do what we can to make sure we're getting our moneys worth? Camera's are being used everywhere else, including police cars. This would increase productivity, reduce workplace violence, intimidation, sexual harrassment, discrimination, etc. Our salaries, promotions, and demotions are based on their recommendations, why should that be left to chance?

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  Submitted by Community Member 2 years ago

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