洛克希德·马丁付约2,950万美元和解就业歧视指控：逾千名员工获赔
美国司法部与平等就业机会委员会（EEOC）11月2日宣布，与总部位于马里兰州 Bethesda 的洛克希德·马丁公司达成两部分和解：该公司同意支付总计约2,950万美元，解决其担任联邦承包商期间涉嫌就业歧视、并就遵守联邦民权法作出不实合规认证的指控。其中2,200万美元按司法部的和解协议付给美国政府，约750万美元付给逾1,000名受影响员工。
司法部指控，洛克希德·马丁自2019年至今在联邦合同中虚假认证遵守不得按种族或性别歧视雇员与求职者的条件，同时从事带种族与性别色彩的就业做法。此案是司法部2025年5月启动的「民权欺诈倡议」下达成的又一项和解。美方指控称，该公司2021年起运行的「薪酬附加」（Compensation Adder）计划把各业务领域排名前20%的员工列为额外加薪对象，部分人力资源人员在统计「标记」出现后施压业务负责人按种族增删人选；美方还指控该公司在招聘与晋升决定中考虑种族或性别，包括以未公开的种族与性别构成目标及管理层激励计划中的人口构成指标影响决定，并按种族或性别提供部分培训、导师与领导力发展机会。
副总检察长 Stanley E. Woodward Jr. 说：「与联邦政府做生意的公司，不应作出把员工种族置于工作实绩之上的 DEI 薪酬决定。这是本部第四项解决针对员工种族歧视指控的《虚假申报法》和解。」民事司助理总检察长 Brett A. Shumate 表示，联邦承包商必须认证其在招聘、晋升与薪酬决定中不考虑种族或性别。
司法部的和解同时解决了前副总裁 Tim Booher 依《虚假申报法》举报人条款提起的诉讼，Booher 将获得440万美元。EEOC 一侧的和解源于该委员会主席 Andrea Lucas 2025年提出的一项指控，指控该公司在绩效评估、奖金与其他薪酬决定中对白人员工构成种族歧视、违反《民权法》第七章；EEOC 的协议要求该公司遵守第七章与第14151号行政令，在招聘、薪酬、奖金与晋升决定中不考虑种族与性别、维持以实绩为本的工作场所，EEOC 可在协议期内审查其合规情况。Lucas 说，第七章要求雇主把员工当作个人对待，工作机会、薪酬与奖励不得按种族或性别分配。
司法部表示，该公司在解决这些事项过程中予以配合；本次和解解决的均为指控，尚无责任认定。
（来源：美国司法部）
Lockheed Martin Agrees to Pay About $29.5 Million to Resolve Alleged Employment Discrimination Violations
The U.S. Department of Justice and the U.S. Equal Employment Opportunity Commission (EEOC) announced on November 2 a two-part settlement with Lockheed Martin Corporation, headquartered in Bethesda, Maryland. Lockheed has agreed to pay a total of approximately $29.5 million to resolve allegations relating to employment discrimination and related false certifications of compliance with federal civil rights laws while serving as a federal contractor. This includes $22 million to be paid to the United States under the Justice Department agreement, and approximately $7.5 million to be paid to over 1,000 affected employees under the EEOC settlement.
The Justice Department alleged that from 2019 to the present, Lockheed falsely certified compliance with federal contract conditions requiring that it not discriminate against employees or applicants because of race or sex, while engaging in discriminatory race and sex-based employment practices. The resolution follows other settlements under the Civil Rights Fraud Initiative, launched by the Justice Department in May 2025. The United States alleged that, starting in 2021, Lockheed operated a Compensation Adder program awarding additional pay increases to the top 20% of employees within each business area, and that some human resources personnel pressured business leaders to add or remove particular employees based on race after statistical analyses flagged the race and sex composition of selection lists. It also alleged that Lockheed took race or sex into account in hiring and promotion decisions, including through non-public workforce composition goals and demographic performance metrics in a management incentive plan, and offered certain training, mentoring and leadership development programs on the basis of race or sex.
"Companies, especially those that do business with the federal government, should not make DEI compensation decisions that prioritize an employee's race over the merit of their work," said Associate Attorney General Stanley E. Woodward Jr. "This is the Department's fourth False Claims Act settlement resolving allegations of racial discrimination against employees." Assistant Attorney General Brett A. Shumate of the Civil Division said federal contractors must certify that they will make employment decisions, including compensation decisions, without regard to race or sex.
The Justice Department settlement also resolves claims brought under the False Claims Act's whistleblower provisions by Tim Booher, a former Lockheed vice president, who will receive $4,400,000. The EEOC settlement resolves a 2025 Commissioner's Charge filed by EEOC Chair Andrea Lucas, which alleged Lockheed violated Title VII of the Civil Rights Act by engaging in race discrimination against white employees, including in performance assessments and in bonus and other compensation decisions, including via the Compensation Adder program. The EEOC agreement requires Lockheed to comply with Title VII and Executive Order 14151 and to maintain a merit-based workplace in which race and sex are not considered in hiring, compensation, bonus, or promotion decisions, and the EEOC may review compliance over the term of the agreement. "Title VII requires employers to treat employees as individuals, ensuring that workplace opportunities, compensation, and rewards are not allocated based on race or sex," Lucas said.
The Justice Department said Lockheed cooperated in the resolution of these matters. The claims resolved in the settlement are allegations only, and there has been no determination of liability.
(Source: U.S. Department of Justice)
来源：美国司法部
发布：GSM·美国（发布链接）
图片来源：图：美国司法部总部罗伯特·F·肯尼迪大楼。APK 摄，CC BY 4.0，经 Wikimedia Commons。 / Photo: The Robert F. Kennedy Department of Justice Building in Washington, D.C. Photo by APK, CC BY 4.0, via Wikimedia Commons.
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