🚨 WHISTLEBLOWER: Lockheed Martin Ordered Bonus Cuts for White Employees to Meet DEI Quotas
For years, Americans were told that Diversity, Equity, and Inclusion (DEI) programs were about fairness. About access. About equal opportunity.
Now we know better.
Thanks to a brave whistleblower, we’ve learned that Lockheed Martin—America’s largest defense contractor—systematically stripped bonuses from white employees who had outperformed their peers, all to hit internal racial quotas. The orders came from HR. The targets were precise. The motive was DEI. And they documented it all.
The Smoking Gun: “Increase POC 4 / Decrease non-minority 4”
In December 2022, a Lockheed employee was preparing year-end compensation recommendations for the aeronautics division. The list was based on merit—performance, not identity. But when it reached upper management, it was flagged. The problem? It included “too many” white employees.
That’s when a vice president forwarded instructions from Human Resources: reduce the number of white recipients, and add more “POC” (people of color). “To simplify the task,” HR sent over a list of “diversity names.”
“Increasing POC for Comp Adder will result in removing equal count of non-minority.”
In plain English: swap out white employees, no matter how well they performed.
One directive read:
“Increase POC 4 and decrease non-minority 4.”
Managers were forced to implement these changes, removing high-performing white staff and replacing them with lower-performing individuals who checked DEI boxes.
The whistleblower, alarmed by what they were being told to do, filed an ethics complaint. In response, Lockheed’s HR counsel admitted there were risks—but advised it was the “lesser of two evils.”
When Race Matters More Than Merit
When asked what would happen if there weren’t enough minorities to replace white employees, Lockheed HR Director La Wanda Moorer made the pressure crystal clear:
“The preference is for you to get there… Should we get into a situation where there is legal activity… you will be part of that process.”
Translation: comply, or you’ll take the fall.
Ultimately, the whistleblower caved to the pressure and swapped out 18 white employees for 18 minorities—solely on the basis of race. Soon after, they resigned, writing a letter that should send shivers through every federal contractor and private employer in America:
“I have actively discriminated against higher performing individuals… Not only does this force a violation of my conscience that forces me to leave, but we could have 18 valid individual claims with associated public embarrassment and lost customer trust.”
Lockheed’s Denial — and a Coming Reckoning
Lockheed Martin insists it is a meritocracy. In a statement, the company said it is “committed to recognizing performance, rewarding excellence, and upholding the principles of merit and fairness.”
But the internal documentation tells a very different story.
And now that President Trump has signed an executive order banning race-based DEI mandates in federal contracting, Lockheed may be exposed to significant legal liability. Civil rights law does not allow discrimination against any group, no matter the political climate. The Department of Justice’s Civil Rights Division, now led by Harmeet Dhillon, has already begun looking at similar cases—and Lockheed could be the highest-profile example yet.
DEI Was Never About “Inclusion”
For decades, we were told that DEI was about opening doors. But behind the curtain, it’s been used to punish excellence, reward identity, and intimidate whistleblowers.
This Lockheed story isn’t just about one company. It’s a warning about what happens when racial ideology overrides merit—and why we must demand accountability.
Discrimination is illegal. And it doesn’t become legal just because the target is white.
📰 Original reporting via Christopher Rufo and Ryan Thorpe at City Journal
📢 If you’ve worked inside a federal contractor and seen similar discrimination, reach out. It’s time to expose it all.
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