American Airlines (GLEAM)
Thursday, July 10th, 2008
Coca-Cola and Best Buy have been on HRC’s 100-percent Pro-Homosexual Corporations list for two and four years, respectively. Coke’s competitor PepsiCo has been on the HRC list for four years. McDonald’s scores an 85% on the “gay” group’s survey. Click HERE to learn about the HRC’s criteria for ranking companies.
In 2008, the following 195 ‘Fortune 1,000′ corporations received a perfect 100-percent score from the pro-homosexual lobby group Human Rights Campaign (HRC), in its “2008 Corporate Equality Index.” Click on AFTAH”s story on McDonald’s 85-percent score — to learn about the pro-”gay” criteria for HRC’s “Corporate Equality Index.” The number next to each corporation’s name and headquarters city indicates how many years that company has received a 100% HRC ranking. (First-year 100% corporations are in bold.) Source: HRC’s 2008 Corporate Equality Index.
AAA Northern California, Nevada and Utah San Francisco, CA 3
Abercrombie & Fitch Co. New Albany, OH 2
Accenture Ltd. New York, NY 1
Adobe Systems Inc. San Jose, CA 2
Aetna Inc. Hartford, CT 6
Agilent Technologies Inc. Santa Clara , CA 4
Akin, Gump, Strauss, Hauer & Feld LLP Washington, DC 1
Alcatel-Lucent Murray Hill, NJ
Allianz Life Insurance Co. of North America Minneapolis, MN 2
Allstate Corp., The Northbrook, IL 1
Alston & Bird LLP Atlanta, GA 3
American Express Co. New York, NY 4
Ameriprise Financial Inc. Minneapolis, MN 2
AMR Corp. (American Airlines) Fort Worth, TX 6
Anheuser-Busch Companies Inc. St. Louis, MO 2
Aon Corp. Chicago, IL 1
Apple Inc. Cupertino, CA 6
Arnold & Porter LLP Washington, DC 2
AT&T Inc. San Antonio, TX 3
Read the rest of this article »
Thursday, July 10th, 2008
Part of the problem these days with pro-family corporate boycotts is that so many large companies have already sold out to the homosexual activist agenda. Wells Fargo is one of them. They are a Founding Sponsor of the National Gay & Lesbian Chamber of Commerce (NLGCC) — along with:
- American Airlines
- American Express
- Ernst & Young
- Lehman Brothers
- Wyndham Hotels & Resorts
Wells Fargo, based in San Francisco, earned a 100 percent ranking on the homosexual activist lobby Human Rights Campaign’s “2008 Corporate Equality Index” — it’s Wells Fargo’s fourth straight year with a perfect record. Click HERE to see the list of all 195 of the 100-percent Pro-Homosexual Companies, according to HRC. McDonald’s — target of a growing pro-family boycott started by AFA — got an 85 percent score this year; you can view HRC’s pro-homosexual criteria HERE in our McDonald’s article.
As an example of Wells Fargo’s aggressively pro-”gay” marketing strategy, the company sponsors the annual “NGLCC/Wells Fargo LGBT Business Owner of the Year Award.” (For the uninitiated, “LGBT” stands for “Lesbian, Gay, Bisexual, Transgender.”) We suspect that many pro-family Americans — be they religious or not — would take their mortgage, loan or banking business elsewhere if they were to learn of Wells Fargo’s deep commitment to the Homosexual Lobby.
Do you want your money to end up supporting homosexual, bisexual and transsexual activism? Contact Wells Fargo through their online corporate contact page.
Friday, March 2nd, 2007
A followup to AFTAH’s exclusive special report on Out & Equal’s radical agenda…
From the Out & Equal website:
Out & Equal Workplace Advocates is proud to display our ever-increasing list of corporations who support LGBT workplace equality by encouraging and fostering their own employee resource groups (ERGs). With such valuable workplace groups in place, employees in one ERG can turn to leaders in other groups to share resources and establish good workplace practices for LGBT employees. LGBT employees trust their employers are keeping their interests in mind when making key business decisions that affect all employees…
True Out & Equal Workplace Leaders
The following companies have already joined the Out & Equal ERG Registry:
Aetna — Agilent Technologies — Air Products and Chemicals — Alcatel-Lucent — Alliant Energy
Ameriprise Financial — AMR/American Airlines — AOL — AstraZeneca — AT&T
Bain and Company — Bank of America — Barclays Capital — Best Buy — Boeing
Booz Allen Hamilton — BP — Bristol-Myers Squibb — Bryan Cave LLP — BT
Cargill — Caterpillar Inc. — CH2M Hill — Charles Schwab — Chase — Chevron — Chubb
Cingular Wireless — Cisco Systems — Citigroup — Clorox — Coca-Cola — Consolidated Edison
Convergys — Coors — Credit Suisse — CSAA — Cummins — CUNA Mutual Group
DaimlerChrysler — Deloitte — Deutsche Bank — Diamond — Disney — Dow — DuPont
Eastman Kodak Company — Equality Cincinnati — Ernst & Young, LLP
Faegre & Benson, LLP — Fairview Health Services — Finger Lakes LGBT Workplace Alliance
Ford — Freescale
Gap Inc. — GE — GM — Google
Hallmark — Harris — Hewitt — Honeywell — HP — HSBC
IBM — ING — Intel — ITT Space Systems Division
James Madison University — JCPenney — Johnson & Johnson — JPMorgan Chase
Kaiser Permanente — Kimberly-Clark — KPMG LLP — Kraft Foods
McDermott Will & Emery LLP — McDonald’s — McGraw-Hill — Medtronic — Mellon Financial
Merck Merrill Lynch — Microsoft — Morgan Stanley — Motorola
National Nuclear Security Administration, DOE — Nationwide — NCR
New York Life Insurance Co. — Nike, Inc. — Novartis
PepsiCo — Pershing — Pfizer — Portland General Electric — Pratt & Whitney
PricewaterhouseCoopers — Principal Financial Group — Procter & Gamble — PSEG
Raytheon Company — Reuters
Safeway Inc — Shaw’s Supermarkets — Shell — SODEXHO — Space Coast Advocates’ Network
Starbucks Coffee Company — State Farm Insurance — Sun Microsystems — SUPERVALU
Teamsters — Texas Instruments — Thomson West — Time Warner — Toyota — Tropicana
University of Michigan Health System — University of Rochester — University of Virginia
Verizon — Visa
Wachovia — Waggener Edstrom Worldwide — WalMart — Wells Fargo — Wyeth
Tuesday, December 5th, 2006
This article is a must-read for anyone working for an American corporation. From the automotive, airline, and petrochemical industries to banks, retail stores, and restaurants patronized primarily by traditional families, employers are capitulating to the demands of homosexual activists who are organizing homosexual employees.
The pro-family movement must re-engage in the corporate arena, or there is no hope of recovering moral sanity in the larger culture. To start with we can demand strict neutrality in corporate “diversity” and giving programs, and an end to one-sided tolerance seminars that are in reality training sessions in “gay” ideology. — Peter LaBarbera
Excerpted from Queer Inc, by Marc Gunther, published Nov 30, 2006, by Fortune:
…A platoon of Raytheon employees wearing identical blue-and-black bowling shirts, pins with the company’s logo and black pants proudly walked the halls of this fall’s convention of Out & Equal, an organization that brings together the networks of gay, lesbian, bisexual and transgender people – GLBT, in the argot of the moment – that have taken root at America’s big companies.
For three days in Chicago, with about 1,700 delegates from other companies, the 67 members of Raytheon’s GLBT network could attend workshops with such titles as The Cost of Transgender Health Benefits, Breaking Through the Lavender Ceiling and Male-on-Male Sexual Harassment: An Emerging Issue…
When Justin Nelson was trying to get the National Gay and Lesbian Chamber of Commerce off the ground in 2003, IBM offered its support. “If they hadn’t joined, there wouldn’t be a chamber,” Nelson says. Big Blue was followed by Wells Fargo, Motorola, Intel, American Express and recently, Wal-Mart…
Some companies are grappling with how to manage employees switching from one sex to another. American Airlines and its HR people helped a 58-year-old pilot – an ex-Marine and Vietnam combat veteran – go from being Robert to Bobbi. Energy giant Chevron published “Transgender@Chevron,” an eight-page guide to the issues that come up when a worker changes gender identity, ranging from the bureaucratic (don’t forget to get a new security badge) to the everyday (when it’s appropriate to move from the men’s room to the ladies’ room or vice versa)…
This is how workplace changes typically happen at big companies – from the inside out. Gay and lesbian employees come out of the closet. They find one another. They organize. They enlist straight allies. And they take their concerns to top managers.
These gay networks customarily meet in company facilities, use the company intranet, and receive financial support…
- Among corporations, IBM is the No. 1 financial supporter of gay rights groups in the U.S.
- To export its gay-friendly culture, IBM supports employee GLBT groups in 23 countries, including Singapore, Slovakia and Colombia. There’s plenty to do: In 80 countries homosexual acts are illegal, as they were in parts of the U.S. until a few years ago.
- Last year IBM convened a group of gay college students at the Human Rights Campaign to form a national organization of students in science and technology.
- IBM persuaded Dr. Marci Bowers, one of the world’s leading sex-reassignment surgeons and herself a transgendered person, to participate in the company’s health insurance program.
…the truth is that for the past 15 years, boycotts or no boycotts, corporate America has been moving in only one direction, and at a pretty rapid pace.
Do you recall that the restaurant chain Cracker Barrel fired gay workers back in 1991 for not having “normal heterosexual values”? Well, a few years ago, when a Kodak employee sent an e-mail to co-workers objecting to the company’s endorsement of National Coming Out day as “disgusting and offensive,” he was the one who was fired when he declined to apologize. He was entitled to his beliefs, the company explained, but his behavior was not aligned with Kodak’s values.
So it’s clear where big business is going. What’s interesting is to watch it pull the rest of the country along. It turns out that the most important factor shaping people’s feelings about gay issues is not their age or even their religion – although those do matter – but whether they have relatives, friends or co-workers who are gay.
Continue reading at CNN…
Sunday, November 12th, 2006
How many corporations sponsored state “Protect Marriage” initiatives? Despite the fact that a majority of their employees (and customers) are married men and women with families, American corporations are increasingly supportive of homosexual activist groups. It is tragic that corporations are now taking the lead in undermining the foundations of marriage and family that built our nation and helped make America one of the wealthiest and most stable countries the world has ever seen.
Here is a partial list of companies and organizations that supported the National Gay & Lesbian Task Force‘s radical “Creating Change” conference in Kansas City, Missouri, Nov 8-12, 2006:
- American Airlines
- Ameriprise Financial Services
- Bell South
- Chipotle Grill
- Merrill Lynch
- MS. Magazine
- National Education Association
- Panera Bread
- Planned Parenthood
- United Way of Miami Dade
- Washington Mutual Bank
- Wells Fargo
Tuesday, September 12th, 2006
Excerpted from Wal-Mart Partners With Gay and Lesbian Group, by Mya Frazier, published Aug 24, 2006, by American Family Association:
…Wal-Mart hired Witeck-Combs Communications, a marketing shop known for its work targeting the gay and lesbian consumer market, according to Bob Witeck, president of the Washington-based firm…
Founded in 1993, the eight-person agency’s client list boasts automotive brands Volvo, Land Rover, and Jaguar, in addition to American Airlines, Citigroup and at least a dozen nonprofits, such as the American Association of People with Disabilities.
Witeck-Combs, a member of the NGLCC, is also a participant in the organization’s supplier-diversity initiative, or SDI, a certification program launched this year and modeled after minority- and women-supplier development programs. Corporate participants already include IBM, American Airlines, Motorola and American Express.
…As part of the Wal-Mart Stores partnership with the NGLCC, Dee Breazeale, VP-divisional merchandising, Sam’s Club Jewelry, has joined the organization’s Corporate Advisory Council and Wal-Mart will sponsor two of the organization’s annual conferences.
Mr. Nelson said Wal-Mart approached the organization four months ago, expressing interest in the supplier-diversity initiative. “The expectation is that Wal-Mart will encourage their core suppliers — the P&G’s, the Johnson & Johnson’s and the Gillette’s — to also diversify their revenue streams to include LGTB businesses,” Mr. Nelson said.
He said the retailer is “working right now on providing domestic-partnership benefits” and that Wal-Mart may soon join the 261 members of the Fortune 500 that offer the benefits.
The steps being taken by Wal-Mart are the strongest signal yet that the company may be taking a permanent stand on the side of gay rights…
Continue reading at AFA…
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