Minnesota’s New Hiring Policy: Justify Hiring Whites But Not Illegals With Rap Sheets, ie Serial Sex Offender Hired as Chief Auditor

This is monstrous. How is this America? How is this legal?

https://x.com/amuse/status/1943005665137693028

Under Minnesota’s new hiring policy a hiring manager would have to justify hiring a white male but not for this illegal alien with a felony wrap sheet.

Take for example Wilson Tindi, a Kenyan national. ICE has been trying to deport him for almost 20 years but they are stymied by federal judges. Tindi is a serial sex offender, with convictions, jail time, and yet every time ICE gets a removal order a federal judge steps in to stop them. Even after he was convicted the State of Minnesota hired him as its chief auditor despite his illegal status. Just look at this insane timeline:

2005 – overstated visitor visa
2007 – applied for permanent residency, denied
2009 – ICE issued removal order, didn’t leave
2011 – removal order reversed
2012 – raped a woman, but not charged
2014 – raped another woman, charged
2014 – granted permanent lawful residency
2016 – ICE detained him for removal
2016 – convicted of 4th-degree criminal sexual conduct, sentenced to 2 years (stayed for 5 yrs), 210 days workhouse, sex offender registry
2017 – removal order upheld by the Board of Appeals
2018 – filed petition in state court to change his name
2018 – Judge David Doty granted habeas corpus petition
2018 – hired by State of Minnesota 2023 – promoted to Director of Internal Audit
2025 – filed a petition to vacate his guilty plea
2025 – DWI arrest, June
2025, three misdemeanors
2025 – fired from state job

New MN DHS Policy: Must Justify Hiring White Or Male Candidates In Underrepresented Roles

The new policy applies to roles where women, people of color, or people with disabilities are underrepresented.

By: William Bornhoft, Patch, Jul 8, 2025:

ST. PAUL, MN — A new policy from the Minnesota Department of Human Services (DHS) will change how hiring decisions are made when job categories show a lack of diversity.

“Hiring supervisors must provide a hiring justification when seeking to hire a non-underrepresented candidate when hiring for a vacancy in a job category with underrepresentation,” the policy states.

“Hiring justifications must be submitted to and approved by DHS Equal Opportunity and Access Division (EOAD) prior to an offer of employment being made.”

Here are five things to know about the change, which goes into effect Aug. 12.

Hiring justifications are now required in certain cases

DHS hiring supervisors must now “provide a hiring justification when seeking to hire a non-underrepresented candidate when hiring for a vacancy in a job category with underrepresentation.”
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That justification must be submitted and approved before any offer is made.

It only applies in job categories with underrepresentation

The new rule kicks in only when there’s an underrepresentation of certain protected groups in a job category.

DHS defines underrepresented as when “the FTE (full-time equivalent) representation of one or more protected groups is less than that group’s estimated availability in the relevant geographic area and labor force.”

Protected groups include women, people with disabilities, and individuals who are Black, Hispanic, Asian, or Pacific Islander, American Indian, or Alaska Native.

Hiring managers must interview underrepresented candidates

If three or more underrepresented candidates are in the interview pool, hiring supervisors “must offer interviews to at least three” of them. DHS adds: “Offering more than three underrepresented candidates interviews [is encouraged], as time constraints allow.”

Managers must give “objective reasons” for their choice

If a non-underrepresented candidate is chosen, hiring managers must document “objective reasons for selecting a non-underrepresented candidate over the most qualified underrepresented candidate.”

These reasons can include minimum or preferred qualifications, interview scores, references, or background check results.

You can’t hire without approval first

The new policy states that “Hiring supervisors cannot make an offer of employment to a non-underrepresented candidate…before a hiring justification is approved.”
Continued…..