AN Americans For Truth EXCLUSIVE SPECIAL REPORT
Amy Andre, program manager for Out & Equal, presented a workshop at the National Gay & Lesbian Task Force’s Creating Change conference, November 8-12, 2006, in Kansas City, Missouri, entitled 15 Steps to an Out & Equal Workplace. (AFTAH’s reporters went undercover at the conference because the Task Force ejects critical observers at its events.)
These are the steps that homosexual activists are recommending for American corporations (our comments are in bold and italics):
(1) Support and attend the annual Out & Equal “Workplace Summit”
(2) Start an “employee resource group” – This employee group will be used to pressure the company to complete the remaining steps.
(3) Offer domestic partner benefits – O&E supports domestic partner benefits for cohabitating heterosexuals as well as homosexual partners.
(4) Include “sexual orientation” in your company’s EEO policy – Such a policy would prevent the company from “discriminating against” homosexuals or bisexuals.
(5) Include “gender identity and expression” in your company’s EEO policy – This policy would prevent an employer from “discriminating against” a transvestite (cross-dresser) or transsexual (who might be considering a “sex change” operation or might be partially or completely “transitioned”), even if this situation creates a problem with clients. (For example, these policies have been used to ensure that a teacher who cross-dresses or proceeds with a “sex-change” operation cannot be fired. Instead, children are expected to understand and cope with this outrageous situation.)
(6) Include LGBT [lesbian, gay, bisexual, transgender] workplace diversity training – “Knowing someone who is LGBT changes attitudes” so O&E recommends having the trainer or another employee “come out” during the session — a manipulative tactic.
(7) Support the LGBT community through corporate giving – Although homosexual activists generally express disdain for corporate America, executives are urged to contribute money to promote the normalization of homosexuality.
(8) Recruit and develop LGBT employees
(9) Market to the LGBT community
(10) Create LGBT-specific advertising
(11) Provide LGBT leadership development opportunities
(12) Develop spousal equivalent policies for LGBT employees – See below — this one is very important.
(13) Include LGBT-owned businesses in your supplier diversity program – O&E recommends the National Gay & Lesbian Chamber of Commerce’s certification program. This policy results in business moving from family-oriented companies to pro-homosexual companies. (Case in point: Wal-Mart.)
(14) Promote an LGBT-friendly corporate culture
(15) Share best practices around LGBT workplace issues
Out & Equal convinces companies that homosexuals comprise both a vital source of talent and a uniquely attractive target market segment. Using data from Witeck-Combs, a pro-homosexual firm, O&E suggests that homosexuals comprise 6 to 7 percent of the population. (Their number far exceeds more scientific estimates that put the figure at 1-3 percent.)
Using their inflated numbers, O&E says the 14 to 16 million homosexuals will spend about $640 billion in 2006. They report that homosexuals are twice as likely to be professionals or managers, are early adopters of new technologies, are brand loyal, and have a higher discretionary income. That enticement, along with a little “social justice” guilt, deceives companies into implementing O&E recommended policies.
First, a corporation would incur additional expense to fund “domestic partner” benefits. Most corporations contribute a substantial portion toward the cost of an employee’s personal health care and some toward the cost of coverage for an employee plus spouse or employee plus spouse/children. O&E recommends that an employer make that same contribution for those who are not married — for instance, a live-in boyfriend/girlfriend or a homosexual partner.
Homosexual “Spousal Supremacy”?
And add to that the cost of employee time spent networking, calling or e-mailing, meeting to focus on their “victim” status, lobbying HR/management, etc.
Or they could simply heed the words of one (white, female) activist in a separate Task Force Creating Change session, who expressed disdain for American corporations and said:
Out & Equal’s 2007 Workplace Summit will be held September 27-29 at the Hilton in Washington, D.C. Human Resource executives would do well to take their calculators along.
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