DynCorp International: Stop Discrimination Against LGBT Employees

How We Won

Feb 02, 2012

After more than 50,000 people signed a petition urging DynCorp International to expand their anti-harassment policies to include sexual orientation and gender identity, the company announced that internal policies, as well as their Code of Ethics, would be changed. The new policies now include protections for LGBT employees. 

Why This Is Important

DynCorp International is a big company with big problems. They take 2 Billion dollars per year from U.S. taxpayers, and we have to subsidize their discriminatory policies. DynCorp just got exposed in the press for running a hostile work environment. While John Friso worked for DynCorp, he was bullied at work and called “faggot,” “queer” and “dick-sucker” on a daily basis. DynCorp managers witnessed this harassment, but did nothing to stop it. DynCorp has recently agreed to pay a six-figure settlement to close this one lawsuit, but the company has not accepted real responsibility. They have not yet amended the DynCorp non-discrimination policy to include sexual orientation and gender identity along with other protected categories like race, religion, age, disability, and veteran status.

A new LGBT organization called Freedom to Work is telling DynCorp to change their discriminatory ways. Freedom to Work believes that if a corporation is going to take money from American taxpayers, then they should have to abide by American values like judging people based on their talent and hard work, not their sexual orientation or gender identity. That’s why Freedom to Work is asking President Obama to sign an ENDA Executive Order that would apply to federal contractors like DynCorp. Other big military contractors – like Raytheon and Lockheed Martin – already have policies guaranteeing LGBT fairness because they realize that discrimination is bad for business.

While we wait for President Obama to make history with his signature, we are asking DynCorp to clean up its act. A reporter recently asked DynCorp’s spokesperson whether the company would now consider adding sexual orientation and gender identity to their non-discrimination policy, and DynCorp responded: “we are always looking for ways to further strengthen our policies and procedures and this is one area that we are currently examining.”

Sign the petition to send a message to DynCorp to strengthen their non-discrimination policy by including sexual orientation and gender identity.

Why People Are Signing

Recent Signatures