A U.S. agency investigating Facebook’s racial bias in employment and promotions has suggested that its investigation be “systematic”, meaning it suspects corporate policies could contribute to widespread discrimination.
Attorneys for three job applicants and a manager who claim the company discriminated against them told Reuters of the news on Friday.
Complaints
The Equal Employment Opportunity Commission (EEOC) usually resolves disputes by mediating or allowing complainants to sue employers. But agency officials select a few “formal” cases, which allow investigators to bring in experts to analyze company details and can bring a broad case representing all categories of employees.
Oscar Veneszee Jr., the Facebook program manager, and two other applicants refused the job and filed a lawsuit last July at the EEOC, with the third rejected joining the case in December. They suspect that Facebook discriminates against black people and workers by relying on independent testing and promoting racial stereotypes.
The appointment of the EEOC inquiry has not been previously announced.
Facebook’s Statement
The EEOC did not bring any allegations against Facebook. Its investigation, which may last several months, may not lead to the finding of wrongdoing. The agency declined to comment.
Facebook spokesman Andy Stone declined to comment on the nature of the investigation or any other allegations but said: “It is important to provide all employees with a dignified and safe working environment.”
“We take any allegations of racism seriously and investigate all cases,” he said.
Ongoing Investigation
The EEOC had brought in formal investigators last August and had received detailed information from both sides over the past four months, said Peter Romer-Friedman, Gupta Wessler’s attorney for Venicezee and job seekers.
Facebook’s adviser, Covington & Burling, did not respond to a request for comment.
The rise in racial and gender diversity has been an ongoing challenge for the country’s largest technology companies, sometimes blaming the shortage of qualified people from subordinate groups. But technology experts have dared to publicly challenge that view and allegations in official complaints that discriminatory performance practices breed disparities.
Romer-Friedman said he and his colleagues had told the EEOC in a submission last month that one such Facebook policy was awarding employees bonuses of up to $5,000 when a candidate they refer is hired. Referred candidates tend to reflect the makeup of existing employees, disadvantaging Black professionals, he said.
Facebook said about 3.9% of its US employees as of last June were Black.
David Lopez, a former EEOC general counsel now teaching at Rutgers University, said systemic investigations were significant because of the additional resources involved. When they resulted in allegations of wrongdoing, multimillion-dollar settlements sometimes followed, he said, citing recent cases against Dollar General and Walmart.
Last December, the justice department accused Facebook of discriminating against US workers broadly, saying it gave hiring preference to temporary workers such as H-1B visa holders.
Google last month agreed to spend $3.8m to settle US government allegations that it underpaid women and unfairly passed over women and Asian candidates for job openings.
