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August 13, 2008

McDonald’s has done it again. First, the company paid $20,000 to become a member of the National Gay and Lesbian Chamber of Commerce and to have a seat on the board of directors. Next, McDonald’s refused a request to remain neutral in the culture war by choosing to promote the gay agenda. Then McDonald’s accused those opposing the gay agenda, including same-sex “marriage,” of being motivated by hate.

Now we learn that McDonald’s sponsors training for homosexuals on how to promote their agenda among corporations from the inside. Out & Equal™ Workplace Advocates is a national organization devoted to the lesbian, gay, bisexual and transgender (LGBT) community in the workplace. One of its primary purposes is to train employees how to aggressively promote homosexuality within the company they work for, all the way to the corporate boardroom. Part of last year’s Out & Equal Summit in Washington, DC, (sponsored by McDonald’s) was an organized march into congressional offices demanding same-sex “marriage” laws be passed.

At the bottom of McDonald’s half-page ad in the Out & Equal Summit booklet is this statement: “From neighborhood to neighborhood, coast to coast and around the world, McDonald’s is proud to celebrate diversity” [homosexuality].

Thank you for caring enough to get involved. If you feel our efforts are worthy of support, would you consider making a small tax-deductible contribution to help us continue?

Sincerely,

Donald E. Wildmon,
Founder and Chairman
American Family Association

Amy Andre has a perverted life mission — and her employer

“Out & Equal” recently got a $10,000 boost from Ford

WARNING: OFFENSIVE DESCRIPTIONS

Recall Americans For Truth’s exclusive special report, Out & Costly, on the presentation at last year’s National Gay and Lesbian Task Force’s “Creating Change” conference by Amy Andre, Manager of Training and Professional Development for Out & Equal, a group that promotes the acceptance of homosexuality in the corporate world.

American Family Association has alerted concerned citizens across the nation to Ford Motor Company’s sponsorship of Out & Equal — and other homosexual activist activities. Ford recently gave $10,000 to become a sponsor of the 2007 Out and Equal Workplace Summit to be held in Washington, DC, Sept. 27-29, according to AFA.

You might be interested in understanding the philosophy and politics of this woman who is pressing for radical change in employer-paid benefits – especially if you happen to be a corporate executive or a human resources director dealing with the Out & Equal agenda in your company. Consider whether your employees and customers share Amy Andre’s perspective…

Amy Andre is one of four co-authors credited with authoring the report entitled “bisexual health,” published Mar 13, 2007, by the Task Force. Here are a few quotes excerpted from Amy Andre’s own website:

My mission in life, and the goal of this website, is to encourage the safe exploration of pleasure and create political change. Are these two separate things? I think they’re one and the same.

My philosophy on pleasure is that consenting adults should be able to engage in whatever activities they desire to do safely with one another.

But, whether you find pleasure in watching – or making – pornography, taking a sex ed class in college, being able to express a sexual minority identity, or having hot safe sex with your lover(s), in reality, going for any of these is a political act.

(It’s interesting that Andre emphasizes safety — three times in three paragraphs — because it’s easy to demonstrate that homosexuality is NOT safe physically, emotionally, or spiritually.)

WARNING: SOME READERS MAY FIND THE REMAINDER OF THIS POST HIGHLY OFFENSIVE.

Speaking of dangers, Amy Andre not only approves of pornography, she has participated in its creation with her homosexual “partner,” Kami Chisholm:

Seven Questions About Desire

How much can two lovers discover about their desire for each other in one single-shot film? In this documentary, director Kami Chisholm turns the camera on her lover, Amy, during a romantic weekend getaway. Initially, Kami steers Amy through a series of questions about the couple’s past adventures in kink and pleasure. Later, when Kami and Amy decide to go beyond just talking about sex, the camera keeps rolling from its perch on the bedside table.

Unedited and unscripted, this documentary is an intimate and explosive look at one relationship. One part interview, one part exhibition, Seven Questions is a boundary-pushing film.

In the clip available online, Kami Chisholm is heard from behind the camera saying that she wants the world to see how Amy Andre’s face looks when she climaxes.

Andre also runs a sex advice website — two, actually: one for readers over 18 (categories include fisting, polyamory, porn, etc.) and one for readers under 18 — which is supported by “sexy businesses and people like Nerve.com, Madison Bound, WhippedAss.com, ButtMachineBoys.com, the New School of Erotic Touch, and Babeland.com.” (We urge you NOT to view these perverted websites.)

Amy Andre is within her “rights” to engage in all these activities — and American executives and human resource managers are well within their rights also to evaluate her philosophy and politics and contrast it to that of the majority of their employees and customers.

“You failed to include the fact that the tax for domestic partmer benifits are paid by the employee and not the employer as the plan is a non-qualifying 125 plan.”

AFTAH’s response:

That information was included in the post:

“…Out & Equal’s ’spousal equivalency policy’ would require the employer to compensate the homosexual employee for the absence of tax exemption on homosexual partner and children health insurance costs…. Because there is no federal recognition of ‘gay marriage,’ although a homosexual may receive domestic partner benefits, his contribution is paid with taxable dollars.”

The point of the latter section of the post, perhaps made more clearly:

• Currently, some employers do — and some employers do not — offer domestic partner benefits (DPB) to homosexuals; additionally, some offer DPB also to cohabiting heterosexuals as well.
• Most employees contribute some portion of the cost of their benefits through payroll deduction.
• Under current federal law, single employees (whose benefits may cover self only, or self and children) pay their portion with pre-tax dollars; married employees (whose benefits normally cover spouse and children) also pay their portion using pre-tax dollars.
• Federal law recognizes marriage between one man and one woman; it does not recognize “domestic partnership.” Therefore, homosexual (or cohabiting heterosexual) employees who currently have access to DPB pay their contribution for a “partner” and/or “partner’s” children using taxable dollars, but…
• A homosexual (or cohabiting heterosexual) employee still pays the contribution toward his/her own benefits and his/her own children’s benefits with pre-tax dollars, just like any other single employee.
• Out & Equal is advocating that employers pay homosexuals (or cohabiting heterosexuals) using DPB more than married heterosexuals to compensate the pre-tax/taxable difference on the partner/partner’s children portion.

AFTAH is not in favor of domestic partner benefits for homosexuals (or for cohabiting heterosexuals), nor are we in favor of the 15-step Out & Equal agenda for corporate America.

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

TAKE ACTION – Pass this article forward to the executives at your company and contact your elected officials in Washington, D.C. (Congressional switchboard: 202-224-3121) to express opposition to the “ENDA Our Freedom” Bill. (ENDA is the pro-homosexual, pro-”transgender” Employment Non-Discrimination Act.) Also, call President Bush at 202-456-1111 or 456-1414 and ask him to veto any and all pro-homosexual bills that emerge from the Democrat-led Congress.

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.)

One key initiative revealed by Andre: the promotion of a “spousal equivalency policy” that would require employers to pay homosexuals a higher salary than married heterosexuals.

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”?
Next, Out & Equal’s “spousal equivalency policy” would require the employer to compensate the homosexual employee for the absence of tax exemption on homosexual partner and children health insurance costs. An employee normally makes a contribution, deducted from his paycheck, toward the cost of his health care coverage. For a married man, that expense is paid with pre-tax or tax-exempt dollars. Because there is no federal recognition of “gay marriage,” although a homosexual may receive domestic partner benefits, his contribution is paid with taxable dollars.

In the example Ms. Andre used (and she did note that the figures would vary according to each unique circumstance), she estimated that the employer would need to pay a homosexual employee with a partner $3787.20/year extra to compensate for the different tax status; that figure would soar to $7006.32/year for a homosexual with a partner and children. The net effect of this concept would be to pay a homosexual with a “partner” thousands of dollars more than a married heterosexual.

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.

Executives would do well to examine Eastman Kodak, Ford, and Wal-Mart as case studies and to note the negative effect of capitulating to GLBT demands — on corporate revenue, volume, and stock price.

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:

“…I am happy to take the white man’s money
and use it to subvert [everything he stands for].”

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.

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…

Wal-Mart is a $60,000 plenary sponsor of September’s [2006] Out & Equal summit in Chicago. The company signed on to support the workplace advocacy group just two years after Ken Pearson, a Wal-Mart executive [and chairman of PRIDE, a group for Wal-Mart's homosexual employees], attended his first summit and reported his findings to Bentonville.

Those close to the company and this sponsorship say it is not just a façade and reflects a growing commitment by Wal-Mart to ‘do the right thing.’

“I think the company, with it’s mission and focus on diversity, really wanted to make an impact, knowing that the support would be well-received within the LGBT community,” Pearson said. Wal-Mart “has been making great strides in moving the needle in LGBT workplace equality.”

Out & Equal executive director Selisse Berry sold Wal-Mart executives on Out & Equal in two days of meetings on LGBT issues in Bentonville last December.

“What struck me about that was that the culture at Wal-Mart is changing,” Berry said. “They were eager to learn and kind of catch up.”

Click HERE to view Wal-Mart endorsement ad for Out and Equal homosexual rights conference.

From the Out & Equal website:

Out & Equal™ Workplace Advocates is the pre-eminent national organization devoted to the lesbian, gay, bisexual and transgender (LGBT) community in the workplace.

Our mission is to educate and empower organizations, human resource professionals, Employee Resource Groups (ERGs) and individual employees through programs and services that result in equal policies, opportunities, practices and benefits in the workplace regardless of sexual orientation, gender identity, expressions or characteristics.

Click HERE to hear what Amy Andre of Out & Equal presented at the 2006 National Gay & Lesbian Task Force’s Creating Change conference last weekend.