It is generally illegal for the U.S. government (federal, state, or local) to hire based on race or gender. This violates core anti-discrimination laws and constitutional protections. Key Legal Framework Title VII of the Civil Rights Act of 1964 (applies to federal government and most public employers): Prohibits discrimination in hiring "because of" an individual's race, color, sex (including gender), or other protected characteristics. It is unlawful to favor or disfavor applicants based on these factors. Equal Protection Clause of the 14th Amendment (applies to state/local governments, and due process for federal): Requires the government to treat people equally. Race-based classifications face strict scrutiny (must serve a compelling interest and be narrowly tailored). Gender faces intermediate scrutiny. Quotas, set-asides, or preferences that treat race/gender as a decisive factor typically fail. Government employers cannot: Use racial or gender quotas. Give automatic points or preferences based primarily on race/gender. Hire less-qualified candidates to meet diversity targets if it involves disparate treatment. Affirmative Action and Exceptions (Narrow and Limited) Historically, some "affirmative action" involved outreach, recruitment goals, or remedying proven past discrimination by that employer/agency. However: Strict quotas or rigid preferences have long been struck down (e.g., Regents of the University of California v. Bakke for quotas). In employment, voluntary plans must be temporary, flexible, and not unduly harm non-preferred groups (United Steelworkers v. Weber, Johnson v. Transportation Agency — limited to addressing manifest imbalances). Recent shifts: In January 2025, an executive order revoked prior requirements for federal contractors (EO 11246) and directed ending practices seen as illegal discrimination or "workforce balancing" by race/gender. Reverse discrimination claims (e.g., by White or male applicants) are treated the same as other Title VII claims—no extra hurdles. Practical Reality Recruitment/outreach to broaden applicant pools is often allowed. Using race/gender as a deciding factor in who gets the job is not (absent a court-ordered remedy for specific past discrimination). Disparate impact (neutral policies that unintentionally affect groups differently) can be challenged but doesn't justify intentional preferences without strong justification (Ricci v. DeStefano). In short, government hiring must be merit-based and race/gender-neutral under current law. Policies that explicitly prioritize race or gender in selections expose agencies to lawsuits from rejected applicants. State laws and constitutions can add further restrictions. This is settled U.S. law, though specific cases depend on facts and jurisdiction.

Architectural Design: Quinn Evans Architects, Inc. holds the primary design contract (valued at approximately $3.3 million). The City of Newport News is replacing the aging 16,635-square-foot Virgil I. “Gus” Grissom Library (built in 1977 on DeShazor Drive) with a modern, two-story facility. Quinn Evans Architects, Inc.: Holds the contract for the architectural and engineering design of the 51,000+ square-foot facility. Founded in 1984, Quinn Evans is a prominent, certified women-owned architecture firm known for40+ years of expertise in historic preservation, sustainable adaptive use, and urban revitalization. As the 2024 AIA Architecture Firm Award winner, they specialize in cultural, educational, and public projects, employing over 200 professionals across six offices.

The City of Newport News Small, Women & Minority Program (SWaM) is an initiative designed to bolster and increase the participation of SWaM-certified firms in city contracting and procurement opportunities. It acts as a diversity-focused purchasing initiative, offering free workshops, mentoring, and support to local businesses to compete for city contracts. Title VII of the Civil Rights Act of 1964 (applies to federal government and most public employers): Prohibits discrimination in hiring "because of" an individual's race, color, sex (including gender), or other protected characteristics. It is unlawful to favor or disfavor applicants based on these factors. https://www.nnva.gov/689/Small-Women-Minority-Program-SWAM

The Contractor: The company handling the demolition prep is Richmond-based Cephas Next, led by its president, Morris Cephas. (For historical context, Morris Cephas and a previous entity, Cephas Industries, were tied to a 2013 controversy where a $500,000 federal grant for a Richmond biomass recycling facility failed to materialize). Cephas NeXt (often styled Cephas Next or CEPHAS NeXt, Inc.) It is a real Richmond, Virginia-based company specializing in demolition, site preparation, structural/interior demolition, clearing, and excavation. Headquartered in Richmond (address: 2920 W. Broad Street, F15, Richmond, VA 23230). It has been operating since 1995. Morris Cephas serves as President/CEO. He has held this role since 1995 and previously led Cephas Industries. Historical Context (2013 Controversy) Morris Cephas and Cephas Industries received a ~$500,000 federal grant (via the American Recovery and Reinvestment Act/stimulus funds, administered through the Virginia Department of Mines, Minerals and Energy) for an “Open-Loop Biomass Manufacturing Project” — a proposed biomass recycling facility in Richmond. The facility was never built, and the project did not materialize despite announcements and a groundbreaking. This led to federal investigations. In 2015, Cephas Industries, Morris Cephas, and his wife Chiroya Cephas faced a 28-count federal indictment for conspiracy, theft of government property, and false statements. They were accused of misusing a significant portion of the funds for personal expenses (including IRS debts) rather than the intended project. In 2016, they pleaded guilty to reduced charges, received probation (no jail time), and were ordered to pay restitution (e.g., ~$108,500 to the Department of Energy)