Exposing FAA Docs: FAA *Knew* DEI = DEATHS!

there are some startling Revelations of

what's going on inside of our government

agencies and in this video I'm going to

show you what's going on behind the

scenes at the Federal Aviation

Administration going back as far as 2008

in

2013 based on exhibits that are all

being exposed as part of a class action

lawsuit that's still going on today it's

coming up on a 10-year-long lawsuit it's

scheduled for trial next year but what I

decided to do was go deep into the

exhibits to see what the people in the

complaint in the lawsuit what the

plaintiffs were saying to make their

case and some of the documents are

really concerning let's just without any

further Ado get right into what I

discovered first I'd like to start with

this uh this is a section from the 200

13 Federal Aviation Administration

documents and I added the red

underlining here take a look at the how

this exibit starts out this appears to

be from some form of PowerPoint

presentation from the FAA and in 2013

they're literally asking the following

what are the relative values of

diversity and the prediction of

performance and outcomes then they

acknowledge that there is a tradeoff

between

diversity and predicted job performance

in other words they actually label it as

an adverse impact now keep in mind all

the documents that you're going to see

in this video are coming from a lawsuit

I'll show you exactly which lawsuit that

is really quickly so if you want to pull

this up yourself you could find this

lawsuit these are the names this is the

lawsuit this is the civil action case

number so as far as we know these are

true documents but I suppose they could

have been submitted to the court

manipulated or fraudulently fabricated

so we just want to go through all of

this with a little bit of a grain of

salt that theoretically there is a

possibility that these exhibits are

false I'm just pulling them straight

from the court exhibit record though so

take a look at this in 2013 we have the

FAA saying oh well there's a negative

tradeoff to diversity and performance

and then they literally ask the question

how much of a change in job performance

is accept cble to achieve our diversity

goals AKA I wrote this I wrote AKA how

bad are we willing to accept test scores

for example and still hire somebody

since that's exactly what they're

talking about impact weights cut scores

and categories to me this was concerning

because look I just became a pilot so

I'm I'm not here to say I'm this well

seasoned pilot but I've learned enough

about Aviation to know that it's not

perfect and there is a lot of learning

even seasoned Pilots can still do I mean

as they say piloting is a license to

learn but I'm worried that what I'm

seeing in these pages is ubiquitous

throughout our government because I'd

like to introduce you

to ah the following the national black

Coalition of federal employees the

nbcfae now I want to be clear I don't

care what the color of your skin is if

you could do a great job good enough for

me I don't care your religion your race

or any of that it doesn't matter to me

but this almost feels corrupt take a

look at this this organization emailed

uh to uh it looks like uh to their

members it says redacted in the two

section here but it's likely to their

members and it's titled important from

January 15th uh 2014 so 11 years ago

brothers and sisters it has been

confirmed there will not be a selection

panel for the open bid on February 10th

so I'm assuming this is for applications

right uh instead the faah HR department

will scan in resumés and the computer

will probably using OCR or whatever

search those resumés you to find

buzzword or keywords these buzzwords

will flag your resume thereby giving you

an advantage over thousands of resumés

that may flood the system so in other

words this is a uh you know black

organization

for uh black uh folks who want to be

part of Aviation uh and if they pay

membership dues they'll get alerts and

emails and stuff like this and in this

case we have an example of an email that

looks like it's basically saying hey we

know what the FAA is looking for because

we have people inside and we're going to

give all of y'all a heads up so you

could stand out above the other people

who are not getting this unfair

advantage by the way make sure to pay

your membership dues so you can keep

getting an unfair

Advantage okay seems a little broken so

far but let's take a look at this

thereby giving you an advantage over the

thousands of resumes that may flood the

systems uh a list of these buzzwords are

attached to the email the list is being

provided to you through one of our

members in Human Resources so in other

words they have an Insider in human

resources at the FAA I encourage you to

keep a lid on this attachment and focus

on your resume if the Entre en country

caught wind of this attachment then how

will your resume be distinguished from

others after editing your resume

basically send it to us so we could

review it for approval and keep This

Confidential this is from Shelton G snow

uh the vice president of one of the

department there uh okay very well uh so

then what we'll end up finding is as we

go through a document from just about 1

month prior we find that December 16th

2013 and this is all public information

by by the way none of this is redacted

or whatever because it's all public uh

in in you know a court case anybody can

look this up uh anyway this appears to

be a

teleconference outline of a meeting so

basically sort of like hey here's what

we're going to talk about in December

and in this meeting they talk about

being the voice of reason and they're

going to go through kind of what to

include in your resume so you'll get an

example of some of the buzzwords but we

want to be the voice of reason for

African-Americans and women in the FAA

and so take a look look at this first

and foremost check your email address if

your email address does not include your

first name last name then change it for

example Denzel Washington at gmail

explain why in the past we've had people

on the selection committee and we want

them to be able to identify you okay so

this sort of implies that people at the

FAA on the selection committee might

look through sort of a spreadsheet and

if they see first name last name and I I

don't know if it's just because it's in

the first name last name format or

because maybe it sounds like it would be

fitting to the diversity that they're

looking for uh then it might be easier

as it says here for them to be able to

identify you very important on your

resume here's your buzzword please

include if you are an

nbcf e member most of you are associate

member put it on your resume this is for

us to know who our people are in case we

have very one of our very own on the

board okay I mean that to me feels a

little corrupt already especially with

this interesting uh can you see the

strategy um it's almost like they know

it's wrong and they're reminding

everyone like hey hush hush this is

wrong but come on it's going to help all

of us out then this is an interesting

line we are only concerned about

African-Americans women of ethnic

background and other minorities please

ensure that you share this information

with no one that is identified outside

of that this information is reserved for

those classes of people we want to

represent this is excuse me this is to

minimize

competition we effort to influence the

FAA to diversify the ATC Workforce and

we aim to only prepare candidates that

are demographically classed to meet that

diversification please put it anywhere

on your uh application you know blah

blah blah you know the keywords that

they want okay uh they also want to make

sure that uh they give you sort of hints

on the application process and the

testing scores that matter or whatever

now keep in mind this uh group is also

coming from an angle of since late

2018 essentially trying to guilt the FAA

into giving them more power to make the

FAA seem less

racist by basically shaming them the FAA

is the least diverse agency when

compared to all other executive branch

Department ments in the federal

government lowest percentage of minority

Employments in the civilian Workforce

African-Americans constitute just 99.47%

of the FAA Workforce as compared to

17.6% in the federal civilian Workforce

thus the FAA would be required to

increase their complement of

African-American employees by

8.13% to reach parity with the civilian

Workforce in other words this is sort of

a way of saying hey like you should give

us more power because we'll help you get

more qualified African-Americans

uh and uh and and uh they'll pay us dues

to get the inside

track so initially I kind of read all of

this with Jade I'm like how could they

be so blatantly corrupt if you will but

then it got even worse because

apparently they influenced the

biodiversity test

questionnaires uh and and I didn't

believe that any of this was true until

I just recently went to their website

again uh yeah I shouldn't say again

because I only ever first went to their

website like 2 days ago I was I was

starting my research on this but to me

when I went to their website it's sort

of

corroborated uh what we're looking at

here and then I want you to see these

weights for the biodiversity exam

because uh let's just put it this way U

it gets worse and it gets a little

ridiculous but anyway if you now go to

their website it it has been changed to

a splash screen that reads the national

black Coalition of Federal Aviation

employees has temporarily suspended

operations and there's just a generic

info@ clubex

express.com

URL I hate to say it but it sort of

makes me think that this stuff is true

um anyway there's a lot more to this so

let's get into

it it's kind of painful to go through

this by the way if you like this kind of

research make sure to subscribe to the

channel I try my best to just bring

factual information and I I make it very

clear when I'm giving you my opinion

because I'm not trying to sway your

opinion in one way or another uh ever my

my goal is just simply to provide

information I get happiness out of

providing value so take a look at this

for Value the number this is uh part of

their biodiversity questionnaire uh and

and I want you to like logically think

about these when when I ask the question

and then I'll tell you how they're

weighted the higher number the better

the waiting so the number of months I

was unemployed during the 3 years before

applying to this job so like if somebody

was applying for your job at Air Traffic

Control do you want them to be

unemployed a little bit or a

lot I mean a lot of people would think

it'd be nice if they had steady

employment and they were just sort of

not unemployed and then they were

looking for a better job right well take

a look at the waiting and how bizarre

this one is so it actually says that a

waiting of zero months of unemployment

actually scores third so you could see

that here see how it gets a waiting of

six on the right there now if if you

were

unemployed 1 to two months you scored

second place and if you were unemployed

5 to six months during the prior three

years you scored eight points which is

really weird it's kind of confusing how

these weights are but some people think

and allege

that the the goal of waiting some of

these things in a bizarre way was to

skew the biodiversity exam the sort of

like it basically talks about like Hey

how do you feel like you fit into a

group are you a shy person are you

aggressive you know like those sort of

questions right uh people think that

some of these weights are just designed

to try to purposely give people who

would be more likely to be minorities a

higher weight so oh yeah minorities are

more likely to be unemployed let's give

them a higher weight and then we'll

average that out by not putting anything

on the C option okay kind of weird uh

then look at this one in the 3 years

immediately before applying for this job

the number of full-time or part-time

jobs I applied for was none that got a

weight of zero so if you had a steady

job you got no waiting there if you

applied to one to two jobs you got a

wait a rating actually let's put it yeah

you got a second rating so in other

words like the second most points went

to one to two jobs but the most points

went to somebody who applied to five to

six different jobs they got the most

points so somebody who applied to no

other jobs because they had consistent

employment got zero points but somebody

who got rejected at four to five jobs

because they applied to five to six of

them they got the most points in this

Bio

exam okay also odd this is an

interesting one look at this during my

last year in college my average number

of hours of paid employment per week

was fewer than 10 hours got the biggest

waiting the second biggest waiting was

didn't go to college at

3 okay so less education is now going to

give you more weight okay got it and has

really nothing to do with how many hours

you worked but okay weird this was an

interesting one the high school grade I

most received

was well if you got an A rightfully so

you got the most points B you got the

most points you would then logically

think that c would be next right no C

gets zero points but if you answered I

don't remember you actually got more

points so if you just didn't happen to

remember your high school grades you got

more points than somebody who is honest

in saying they got

Seas okay here's a good one the number

of different High School sports I

participated in was four or more you get

the most points three three you get the

second most points two next most points

how about somebody who's just at mathwiz

who doesn't play sports nah bro didn't

play sports you get the worst rating

okay some people might say oh that's

because of teamwork okay okay I I'll

give that one a pass this is an

interesting one I learned about the

opportunity to apply for an air traffic

control position through a public notice

for media advertisement you'll see later

that um

there's some research that basically the

FAA was purposefully trying to pump up

their numbers of their diversity numbers

so they purposely sent out media

advertisements in high minority areas

and then they basically gave you more

weight if you said you came from that

rather than from college so in other

words you know they're specifically

trying to Target

that uh okay this was kind of

interesting uh of the college subject I

received my lowest grade in this got a

we to 15 points if you scored the lowest

in history or political science you got

15 points everything else wait zero okay

weird uh and this is an interesting one

okay so the high school subject I

received my lowest grade in

was um science so if you got the lowest

grade in science you got a weight of 15

points what like I I feel like it you

you would want to write like you would

want to be good at science or you'd want

to be good at English or

math I don't know a little weird so uh

this is a little bit more they didn't

have many scores over here but people

who know me uh say that when I'm wrong I

blah blah blah you know these are the

sort of like questions that they asked

here okay that all sounds you know the

other questions all sound reasonable but

they also don't have any kind of weird

unreasonable dare I say waights on them

uh there are also

allegations uh uh and and these are you

know documents that have been this

specific one has been disputed uh so

it's worth noting that this one's been

disputed by the person that's being

alleged here my immediate supervisor

Joseph teera this person has disputed

this in this lawsuit already uh so I

just want to clarify that but this

personal alleg is that Joseph asked me

on several reports or several occasions

to modify reports to make diversity look

worse specifically to make it look like

certain populations had less

African-American Hispanic and female

participation in the students Joseph

also instructed me not to include survey

data and reports from certain associate

degree based 2-year CTI schools and

others in ethically diverse areas in

order to make the program look much less

diverse in student populations than they

they actually were I told Joseph that I

wouldn't falsely uh falsify minority

participation and that they had actually

demonstrated strong diversity when I

refused to comply I experienced

organizational isolation and

retribution now that Joseph individual

disputes this and says no that never

happened we would never do such a thing

okay all right what else do we have uh I

mean there are a lot of the documents

actually yeah here's Joseph's letter

basically say I never did that and I

would have never directed discipline

against blah blah blah okay fine this

was interesting uh so in the hiring

process this is a little complicated so

I'm just going to try to simplify this

basically there's this school uh or like

FAA sponsored type school called a uh

colle training initiative or whatever

CTI basically when you see this I want

you to think the fa

FHA the FAA partnered with certain

colleges to offer an FAA curriculum and

if students passed that curriculum they

had a good chance of becoming an air

traffic controller okay so basically you

go to the school you everybody kind of

does well all right so what's

interesting is what they mention here in

one of some of the studies that are just

in the attachments in this lawsuit uh

they end up saying that there we go I

don't know the zoom the zoom's a little

funky on this to where it's kind of

cutting off the left there sorry about

that but anyway uh I I want you to be

able to see as much of this as possible

adverse impact was found at several

hurdles in the selection process for Air

Traffic Control as well as in the

overall selection process

African-American and females had

disproportionately lower Pass rates than

male and white uh applications so they

say look yeah there is like we are

getting worse scores from

African-Americans and females than we

are getting from whites and from males

they're just making that clear now this

is an interesting line though they say

we did not notice that adverse impact

though in the hiring process when people

came from a CTI in other words if they

went to one of those College style

programs we didn't see that they ended

up having wor scores in fact blacks

perform form Med as well as whites now

that's interesting because it kind of

sort of undo the racism concern at least

somewhat because it's basically saying

look if you went in with the same

training blacks whites women's men

everybody did the

same however and In fairness to uh the

African-American Community this I think

is problematic CTI diversity data for 20

2011 to 2012 indicated that a

significant number of African-Americans

drop out of the CTI programs between

freshman and Senior year the FAA should

investigate this by contacting the CTS

so okay this is interesting if the black

individuals made it to the end like the

white individuals there was no

difference in their scoring they made

it but more of the African-Americans

dropped out why is that is it because

maybe they have a they have to go work a

job while they're trying to go to school

uh because their family's poor because

they grew up in a neighborhood that was

redlined and black families weren't able

to build wealth in the American dream

way of owning real estate like a lot of

white Americans were that's effed up

like let's be clear about that that

there were structurally racist problems

in the past and uh they probably still

are today uh and uh some of those

impacts carry over to younger

Generations today who are trying to get

ahead because maybe they have a bunch of

siblings they got to help take care of

or there's just no money or you know

their mom or dad went to jail I I don't

know right we we have these arguments

about the concentration of poverty I've

talked about before uh I said I think I

have a YouTube video on this the the

truth between black and white I I just

looked that up on YouTube I I'm

generally just very transparent about

looking at data around this and I do my

best not to impute any bias here uh but

but there's this phenomena called the

concentration of poverty where basically

once people are poor they tend to move

to poor neighborhoods which are

generally more racially diverse but

because more people move to the poorer

areas you have more people there and so

the schools are more overwhelmed the

teachers have less time for the students

the students get less support and

therefore they grow up basically getting

a worse education than somebody in maybe

an average or upper class uh school or

Community this is ort of the downside of

when people get squeezed out of higher

cost of living areas and then end up

going to lower cost of living areas it's

actually one of the reasons why I always

say you should do your best if you want

to try to get ahead to try to

purposefully be in a high cost of living

area because just everything kind of

gets pulled up it's kind of like when

you go if if you're 18 years old and you

go on a race against a bunch of

six-year-olds you're going to win you

don't have to try that hard but if

you're racing against a bunch of 24

yearold College grads who were you know

part of some some I don't know Track

Association Olympic track Association or

whatever well you're probably going to

run faster than when you were running

against the six-year-olds because you're

competing with a higher tier of

individual right so so there is a

balance to this but I don't think it

justifies some of what I think is that

sort of intra organization corruption

that we saw at different levels uh of

this now I do have another note here

this I thought was going sort of back to

that organization just an example of

kind of how these organizations operate

so there's this booklet they basically

put together called the business case

and strategic plan to address

underrepresentation of minorities women

and people with targeted disabilities

I'll show you the cover page of this in

a moment but basically they say Hey you

know if we didn't get as many Equity

complaints uh about race or whatever

then we would save about $4 million

annually and you know we could use that

money to donate it to historically black

colleges or otherwise so you kind of

have this sort of like Circle where it's

like all right yeah let's get let's get

our national black Coalition of Federal

Aviation employees into the FAA then

let's charge people dues to give them

Insider information to give them an

unfair advantage and then let's guilt

other people in this sort of like

reverse racist Manner and uh make them

want to donate money to the causes that

we want it's not a surprise to me that

they've shuddered I'm kind of grateful

to see that and hopefully this kind of

stuff is gone because I I I think it's

wrong but it does make me wonder like

how much more of this is out there uh

and and I am concerned that the answer

to that is a lot uh but anyway here's

that cover of that document so you can

see here National employees Forum

Federal Aviation Administration so you

could see that here's that same document

and I had to pay like $100 just to

download all these pages that I went

through and I'm I'm not saying like oh

wo was me or whatever I'm just like it

was expensive to download all these

documents and sit there and go through

them all but anyway I think this is just

sort of like bottom line kind of a

damning look into how agencies get

pressured into essentially Reverse

Racism and then allowing uh corruption

to exist inside of government agencies I

hope this kind of all gets exposed to

light and and this sort of stuff goes

away because I don't think it's fair to

anybody uh I don't think it's fair to

minority communities that deserve better

education and better schooling from the

ground up uh and I don't think it's fair

to uh equally qualified uh White

individuals who are missing out on an

opportunity because you know they didn't

get the secret buzzwords or keywords to

put in to their document and if they

even if they wanted to pay to be part of

this membership they're not part of the

demographic class so so they're not

invited or they're not allowed in like

to me that seems reverse racist uh so I

I hope this is all gone as a pilot out

of the FAA but it certainly left me with

a bad taste in my mouth I'm just going

to assume that that it's all like old

now but uh I'll just put it this way my

antenna is up anyway uh consider

subscribing to the channel if you found

this helpful and we'll see you in the

next one thanks so much goodbye everyone

why not advertise these things that you

told us here I feel like nobody else

knows about this we'll we'll try a

little advertising and see go

congratulations man you have done so

much people love you people look up to

you Kevin PA there financial analyst and

YouTuber meet Kevin always great to get

your take