I get the feeling that many of the naysayers here have not actually read what the OP linked in her first post. It is so important that people are aware of all this (and this point is distinct from being aware that the tragic crash is still being investigated) that I post some quotes - you can see where I have left bits out as it is too long, but please do read the whole thing, it includes links to court documents, and on the whole it is eye watering:
"A scandal at the FAA has been moving on a slow-burn through the courts for a decade, culminating in the class-action lawsuit currently known as Brigida v.
@SecretaryPete
, brought by a class who spent years and thousands of dollars in coursework to become air traffic controllers, only to be dismissed by a pass-fail biographical questionnaire with a >90% fail rate, implemented without warning after many of them had already taken, and passed, a skill assessment. The questionnaire awarded points for factors like "lowest grade in high school is science," something explicitly admitted by the FAA in a motion to deny class certification.
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Mainstream outlets have given it sparse coverage
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Historically, the pipeline into air traffic control has followed a few paths: military veterans, graduates of the "Air Traffic-Collegiate Training Initiative" (AT-CTI) program, and the general public. Whichever route they came from, each candidate would be required to take and pass the eight-hour AT-SAT cognitive test to begin serious training.
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The FAA has faced pressure to diversify the air traffic control for generations, something that seems to have influenced even the scoring structure of the AT-SAT cognitive test used for pre-employment screening of air traffic control candidates. Leading up to 2014, that pressure intensified, with the National Black Coalition of Federal Aviation Employees (NBCFAE) leading the push.
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Mamie Mallory [of NBCFAE], wrote "A Business Case and Strategic Plan to Address Under-Representation of Minorities, Women, and People with Targeted Disabilities," recommending, per the lawsuit, a workplace cultural audit, diversity "hiring targets" for each year, and "allowing RNO- [Race and National Origin] and gender-conscious hiring."
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the NBCFAE sent letters in July and October 2009 to the FAA administrator and the Secretary for the Department of Transportation claiming disparate treatment, adopted a strategic plan "advocating for affirmative employment, obtaining an 'independent valuation of hiring and/or screening tools,' and pursuing litigation,"
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the cognitive test posed a barrier for black candidates, so they recommended using a biographical test first to "maximiz[e] diversity," eliminating the vast majority of candidates prior to any cognitive test.
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Around [2012] the FAA decided to pause the hiring of CTI graduates [air traffic control course] pending the implementation of the biographical assessment. Neither the schools that ran the CTI programs nor their students were informed of this when the decision was initially made. A number of students, including the class representative, passed the AT-SAT (in the case of the class representative, with a perfect score), not knowing they would never get to use it.
In 2014, the FAA rolled out the new biographical questionnaire in line with the Barrier Analysis recommendation, designed so that 90% or more of applicants would "fail."
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Concurrent to all of this, NBCFAE members were hard at work. In particular, one Shelton Snow, an FAA employee and then-president of the NBCFAE's Washington Suburban chapter, provided NBCFAE members with "buzz words" in January 2014 that would automatically push their resumes to the tops of HR files. A 2013 NBCFAE meeting advised members to "please include [on resumes] if you are a NBCFAE Member. [...] Can you see the strategy", emphasizing they were "only concerned" with the employment of "African-Americans, women ... and other minorities."
After the 2014 biographical questionnaire was released, Snow [ ] sent voice-mail messages to NBCFAE applicants, advising them on the specific answers they needed to enter into the Biographical Assessment to avoid failing, stating that he was "about 99 point 99 percent sure that it is exactly how you need to answer each question."
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an internal FAA report cleared the NBCFAE and Snow of wrongdoing.
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People snubbed by the process filed dozens of lawsuits as a result, culminating in the class-action suit now underway as Brigida v. Buttigieg. In arguing to deny class certification, the defendants argued that the "underlying grievancethat they pursued college degrees in reliance on their perception that the role of the CTI program in the FAA's hiring process would never changeis not actionable." In a moment with a certain bitter irony, black CTI graduates who were left adrift by this process are the only demographic left out of the class: while the plaintiffs tried to include them initially, the court denied certification until they were excluded. [ ]"