Ford Motor Company to Pay $2.3 Million to Resolve EEOC Race and National Origin Harassment Charge

BUFFALO, N.Y. — Ford Motor Company agreed to pay $2.3 million to settle a 2021 charge alleging race and national origin harassment claims investigated by the U.S. Equal Employment Opportunity Commission (EEOC) at the auto company’s Buffalo stamping plant, the federal agency announced today.

The EEOC’s investigation found reasonable cause to believe that Ford personnel at the facility subjected numerous employees to harassment and discrimination based on race and national origin. During the investigation, graffiti targeting black employees and employees of various national origins, including Native American and Hispanic workers, was discovered in several employee areas throughout the plant, including bathrooms and break rooms.

Such alleged conduct violates Title VII of the Civil Rights Act of 1964, which prohibits discrimination, including harassment, because of an individual’s race and national origin.

Following the EEOC’s investigation, the parties engaged in the EEOC’s pre-litigation conciliation process, resulting in a conciliation agreement.

“We appreciate Ford’s cooperation throughout this process and the proactive steps taken to improve conditions at the facility during the investigation. Their willingness to engage constructively demonstrates a genuine commitment to fostering a workplace free of discrimination,” said Arlean Nieto, acting director of the EEOC’s New York District. “While the EEOC stands fully prepared to enforce Title VII by any means necessary, we are always encouraged when an employer chooses to work with us in conciliation. This approach allows the agency to secure meaningful relief for workers, strengthen accountability, and help prevent future discrimination without the need for litigation.”

The conciliation agreement provides $2.3 million in monetary relief to a class of eligible claimants and requires Ford to post information explaining the anti-graffiti protocol, conduct regular training at the Buffalo plant, and report to the EEOC regarding any discrimination complaints or graffiti at the facility over the next three years.

During the investigation, Ford voluntarily undertook measures to prevent and address discriminatory graffiti at the Buffalo facility. These actions included upgrading the plant’s surveillance system, coating restroom surfaces with graffiti-repellant materials, and developing a rigorous graffiti reporting and removal protocol. These initiatives have already driven a significant decline in reported graffiti at the plant.

“Ford does not tolerate harassment or discrimination of any kind. We maintain strict policies against misconduct and thoroughly investigate all allegations, with penalties up to and including termination,” said Bryce Currie, chief manufacturing officer for Ford. “When these issues were brought to our attention, we took action. Over the past several years, we have voluntarily invested more than $3.5 million at our Buffalo Stamping Plant to upgrade security, apply anti-graffiti coatings and improve the overall plant environment. Under new leadership, we have made significant progress and remain committed to keeping this facility a safe, respectful and welcoming workplace. We appreciate partnering with the EEOC to implement these changes.”

Kimberly Cruz, regional attorney for the EEOC’s New York District, said, “The display of discriminatory messaging — through graffiti, posters, GIFs or memes — can have broad impact in the workplace. Title VII applies to all kinds of discriminatory communications in the workplace whether found on walls, doors, desks or electronic screens, including mobile phones used at work.”

Individuals who worked at Ford’s Buffalo Stamping Plant during the relevant period and believe they may have experienced discrimination or harassment based on race or national origin, including exposure to discriminatory graffiti, may be eligible to participate in this settlement. Potential claimants are encouraged to contact the EEOC at buffgov@eeoc.gov for more information about the claims process.

For more information on race and color and national origin discrimination, please visit https://www.eeoc.gov/racecolor-discrimination and https://www.eeoc.gov/national-origin-discrimination.

The EEOC’s New York District Office has jurisdiction over New York, northern New Jersey, Connecticut, Maine, Massachusetts, New Hampshire, Rhode Island, and Vermont.

The EEOC is the sole federal agency authorized to investigate and litigate against businesses and other private sector employers for violations of federal laws prohibiting employment discrimination. For public sector employers, the EEOC shares jurisdiction with the Department of Justice’s Civil Rights Division. The EEOC also is responsible for coordinating the federal government’s employment antidiscrimination effort. More information about the EEOC is available at www.eeoc.gov.