Originally Posted by Guest

There was a period when I had to review every application for employment as a Secret Service Agent which was received in the Metropolitan District of Columbia, which included parts of nearby Maryland and Virginia.

I had to sort the applications into groups for consideration. Top consideration went to Black and Hispanic Females regardless of background. Next was Black and Hispanic Males regardless of background. Next was White Females; next was White Males who were fluent in a foreign language. Languishing at the bottom of the pile were White Males who had experience as police officers.

This was particularly ironic, because years earlier when I was hired, my law enforcement background was an important factor.

In an earlier assignment in a Field Office, I was required to submit a report annually on my efforts to recruit minority applicants to Special Agent positions--- by name. Fortunately for me, they never compared the current year report with prior year reports. I always listed the same couple of minority friends who were in professions where they made more that agents made, and who would never consider making a change.

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Regarding "disparate impact," for decades the Tampa Police Department was under a federal court order to operate their promotion program to bring the number of minorities, and particularly Black females up to a percentage that reflected their percentage of minorities in the general population of Tampa.

Many White males were discriminated against by this federal mandate.

Carl in Tampa

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