Thread regarding Lockheed Martin Corp. layoffs



BETHESDA, MD – The U.S. Department of Labor and Lockheed Martin Corp.’s RMS Engineering & Technology Unit have entered into an Early Resolution Conciliation Agreement to resolve allegations of hiring discrimination found by the Department’s Office of Federal Contract Compliance Programs (OFCCP). While not admitting liability in the investigation, Lockheed Martin Corp. entered into an Early Resolution Conciliation Agreement and agreed to enhance future compliance proactively.

While denying OFCCP’s allegations, Lockheed Martin Corp. has agreed to pay $700,000 in back wages and interest to 616 affected Asian, African American and Hispanic applicants not hired for five different engineering positions. The federal contractor also agreed to hire 34 of the affected applicants.

The OFCCP compliance evaluation determined that from Jan. 1, 2017 through June 30, 2018, the employer discriminated against Asian, African American and Hispanic applicants for software engineer associate, systems engineer staff, member engineering staff, software engineer and systems engineer positions at several locations within the RMS Engineering & Technology Unit. OFCCP found the company’s action violated Executive Order 11246, which prohibits race-based discrimination in hiring by federal contractors.

“The Office of Federal Contract Compliance Programs’ Early Resolution Procedures enable federal contractors and the Department to work together to address and resolve issues of non-compliance efficiently,” said Office of Federal Contract Compliance Programs Director Craig E. Leen. “These procedures help ensure prompt and broader relief for America’s workforce by allowing contractors to proactively correct violations and ensure future companywide compliance.”

“This agreement will prevent systemic hiring discrimination practices from recurring at Lockheed Martin’s RMS Engineering & Technology Unit. Companies that accept federal contracts must monitor their hiring processes to ensure applicants are not rejected based on unlawful practices,” said Office of Federal Contract Compliance Programs Regional Director Michele Hodge, in Philadelphia, Pennsylvania.

In 2018, OFCCP launched an effort to resolve supply and service compliance evaluations at the earliest stage possible with corporate-wide compliance and issued a directive establishing Early Resolution Procedures. These procedures allow OFCCP and contractors with multiple establishments to cooperatively implement corporate-wide compliance with OFCCP’s regulatory requirements and efficiently resolve issues.

OFCCP enforces Executive Order 11246, Section 503 of the Rehabilitation Act of 1973, and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. These laws, as amended, make it illegal for contractors and subcontractors doing business with the federal government to discriminate in employment based on race, color, religion, s-x, se-ual orientation, gender identity, national origin, disability, or status as a protected veteran. In addition, contractors and subcontractors are prohibited from discriminating against applicants or employees because they have inquired about, discussed, or disclosed their compensation or that of others, subject to certain limitations, and may not retaliate against applicants or employees for engaging in protected activities. These laws also require that federal contractors provide equal employment opportunity through affirmative action. For more information, please call OFCCP’s toll-free helpline at 800-397-6251 or visit

OFCCP launched the Class Member Locator (CML) to identify applicants and/or workers who have been impacted by OFCCP’s compliance evaluations and complaint investigations and who may be entitled to a portion of monetary relief and/or consideration for job placement. If you think you may be a class member, who applied between Jan. 1, 2017 through June 30, 2018, please visit our website at, where you can also find information about other recent OFCCP settlements.

Agency Office of Federal Contract Compliance Programs
Date January 11, 2021
Release Number 20-2313-PHI
Contact: Leni Fortson
Phone Number 215-861-5102

Contact: Joanna Hawkins
Phone Number 215-861-5101

| 1819 views | | 4 replies (last )
Post ID: @OP+1b0JJ14O

4 replies (most recent on top)

Lockheed is paying the price through talent either leaving or not even bothering to apply -even the job message boards speak to how low the hiring standards have become. The word is out on the street what a "woke" mess Lockheed has become. Sad that such a once great company is being laughed at by the competition and customers alike.

Post ID: @plaj+1b0JJ14O

Sounds like Lockheed's Global Diversity and Inclusion they want to preach really means War on White heteros-xual men.

In practice Lockheed's so called Global Diversity and Inclusion only applies to a select few groups, such as the most Woke at Lockheed. In reality it you are a white heteros-xual male, married or single you got a target on your back that Lockheed's HR and Ethics put there, and now all of them are aiming for you.

Regarding Lockheed's Ethics Dept. I get a kick out of constantly hearing Lockheed so called Leaders Hacks repeat that they all practice Ethics over and over. Anybody who is a non-manager, HR , Ethics or a member of the Lockheed Woke Club knows there is no such thing as Ethics at Lockheed.

Post ID: @nrhj+1b0JJ14O

Look up Effective Leadership of Inclusion Teams or "ELOIT" (Training Course Code: 076211ILT00) which is marketed under Global Diversity and Inclusion Leadership Courses. This class is the "White Men's Caucus" course that all over the news right now. This Lockheed course has been out there for years.

Post ID: @lpcr+1b0JJ14O

$700,000 is a drop in the bucket for Lockheed. This won't discourage Lockheed's bad behavior.
What about other people who have been screwed by Lockheed who are not the latest flavor in the news??? Such as Age discrimination, Disability discrimination etc. I guess those people don't mater because the SJW News could care less about those segments.

I personally witnessed someone who falls in one of the later categories be abused and bullied by a manager. Several other managers and leads where aware of it and and not one damn Manager reported it. Nor did the HR types step in and put a stop to it. This person was forced out of the company and not sure if they have found another job. After I witnessed this I no longer have any respect for these large corporations.

Post ID: @kvyg+1b0JJ14O

Post a reply