Lockheed Martin Subsidiary Fires Engineer After Racial Slurs Directed at Virginia Lt. Governor Winsome Earle-Sears

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A Centreville man employed by a subsidiary of Lockheed Martin has been terminated following a high-profile incident at a college football game that drew widespread condemnation across Virginia. The employee, identified as Scott Pogorelc, was captured on video shouting racial slurs at Lieutenant Governor Winsome Earle-Sears during a James Madison University football game in Harrisonburg on October 18. The company confirmed on October 20 that Pogorelc was fired after an internal investigation found that his conduct violated its strict code of ethics and professional conduct policies.

Outburst Sparks Immediate Backlash

The confrontation took place in the stands during James Madison University’s home game against Appalachian State. Witnesses reported that Pogorelc, appearing to be visibly agitated, shouted racial insults at Earle-Sears, including telling her to "go back to Haiti" — a remark that circulated widely across social media after video footage of the exchange surfaced later that evening.

Earle-Sears, Virginia’s first Black woman and Jamaican-born lieutenant governor, was attending the game in an official capacity, greeting fans and students before kickoff. Spectators described the incident as “shocking” and “unprovoked,” noting that Earle-Sears did not respond to Pogorelc’s remarks.

By Sunday morning, clips of the confrontation had gone viral, drawing sharp criticism from state officials, civil rights advocates, and community leaders across political affiliations. Earle-Sears issued a brief statement thanking the public for their support but urging people to “respond with grace and civility rather than anger.”

Company Investigation Leads to Swift Termination

Lockheed Martin, one of the largest defense contractors in the world, moved quickly to confirm that Pogorelc worked for one of its engineering subsidiaries based in Northern Virginia. In a statement released on October 20, the firm said it had “zero tolerance for discrimination, harassment, or any behavior that undermines our values.” The company confirmed that an internal review was launched immediately after it learned of the footage and that Pogorelc had been terminated within 48 hours.

“After a thorough investigation, we determined that this employee’s conduct fell well below the standards expected of anyone representing our organization,” the statement read. “We remain committed to fostering a workplace and culture defined by respect, integrity, and inclusion.”

The speed of the firing underscores growing sensitivity within major corporations to public incidents involving racism or discrimination, particularly when employees’ actions are recorded and widely shared online. In recent years, several high-profile firms — from tech giants to airlines — have acted swiftly to sever ties with employees caught engaging in racist or threatening behavior outside of work hours.

Public Reaction and Political Context

The firing has sparked a broad public discussion in Virginia about workplace accountability, racial sensitivity, and the reputational risks companies face when personal conduct collides with corporate ethics. Reaction on social media has been intense, with many praising Lockheed Martin for its decisive stance. Others have debated whether private conduct should cost someone their job, given the growing prevalence of viral “cancel culture” incidents.

For Earle-Sears, who has often emphasized themes of personal responsibility, unity, and service, the episode marks yet another moment in which her position as a trailblazing political figure intersects with the complexities of race and public perception. Since taking office in 2022, she has become a visible symbol of demographic and ideological change in Virginia politics.

Historical Patterns of Corporate Responsiveness

Lockheed Martin’s quick action reflects a broader shift in how major employers handle employees’ public misconduct. Decades ago, corporations often hesitated to discipline staff over behavior occurring outside the workplace, citing privacy or due process concerns. That approach has shifted dramatically in the social media era, where public image, brand ethics, and corporate social responsibility play a far greater role in consumer and shareholder expectations.

In 2020, for instance, multiple companies severed ties with employees caught making racist statements on video during nationwide protests. Airlines, retailers, and law firms have all faced similar dilemmas, balancing freedom of expression with maintaining inclusive work environments. Legal experts note that while private-sector employees have certain protections, most are at-will and can be terminated for actions that bring disrepute to their employer.

Lockheed Martin’s employee conduct policies explicitly state that “off-duty behavior inconsistent with corporate values” may result in disciplinary action, including termination, when it impacts the company’s reputation or business interests. Analysts point out that defense contractors, in particular, are under heightened scrutiny because of their close ties to federal contracts and their public role in national security operations, which demand strict adherence to ethical codes.

Economic and Reputational Dimensions

Although the immediate financial impact of a single personnel decision is negligible for a corporation of Lockheed Martin’s scale, the reputational stakes remain significant. The company employs over 100,000 people worldwide and serves as a major private employer in Virginia, contributing billions annually to the state’s economy through salaries, research, and supplier contracts. Maintaining public trust is essential to sustaining partnerships with both the Department of Defense and state institutions.

Reputation management experts emphasize that fast, transparent responses to incidents like this can mitigate long-term damage. A failure to act, by contrast, can draw sustained criticism and distract from a company’s core mission. For Lockheed Martin, which invests heavily in community outreach and diversity programs, the decisive termination was likely part of a broader strategy to reaffirm its cultural and ethical commitments.

Virginia’s Broader Social Climate

The incident also sheds light on ongoing tensions surrounding race and civil discourse in Virginia, a state with a complex and evolving social history. From the fall of Confederate statues to debates over school curricula, Virginia has spent much of the last decade confronting questions about race, identity, and representation.

Earle-Sears’ own political rise has been interpreted by different communities as both a milestone and a challenge to conventional political narratives. Her response to the slur — calm and restrained — resonated with many Virginians who viewed it as a model of leadership under pressure. Civic groups and religious organizations across the state have since organized calls for unity, urging residents to “reject hatred in all its forms.”

National Comparisons and Broader Implications

Across the United States, state leaders and public figures of color continue to encounter racially charged incidents, some of which have resulted in similar controversies. In 2023, Michigan’s Secretary of State, Jocelyn Benson, faced racial harassment at a public event, leading several corporations in that state to review employee conduct codes amid public outrage. Comparable cases have emerged in North Carolina, Texas, and California, all reflecting the persistence of racial animus in public spaces despite efforts to advance inclusion and equity.

Corporate America’s role in addressing these social issues remains under scrutiny. Experts argue that while companies cannot control individual behavior, their responses to racist conduct help shape societal norms. Quick disciplinary action signals to both employees and the public that intolerance will not be condoned.

Consequences for the Individual and Community

For Pogorelc, a well-known Democratic donor and longtime resident of Centreville, the fallout has been swift. Beyond losing his job, he has reportedly been removed from several local community boards and volunteer groups. Attempts to reach him for comment have been unsuccessful, but those familiar with him described his actions as “out of character,” noting that he had previously participated in civic and charitable initiatives.

Community leaders in Centreville expressed dismay that such an incident occurred in an otherwise routine public setting, warning of how rapidly hateful language can spread and amplify division. Churches and local organizations have since hosted dialogues about race, accountability, and respectful conduct in public spaces, emphasizing education as a long-term solution.

Moving Forward

As Virginia continues to grapple with questions of identity and unity, the episode at James Madison University serves as a microcosm of broader national conversations. It intersects issues of race, politics, professionalism, and corporate responsibility — arenas that increasingly overlap in the digital age.

For Lockheed Martin and its subsidiaries, the crisis appears contained for now, but it underscores a reality every major employer faces: the personal conduct of individual employees can have corporate consequences when witnessed by the public.

For Lieutenant Governor Winsome Earle-Sears, the moment has reaffirmed both the promise and the challenge of her historic position. In a state striving toward civility and inclusion, her measured response may stand as one of the defining contrasts to an otherwise ugly confrontation — a reminder that leadership, especially in moments of insult, often reveals itself most clearly in restraint.