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“Just OK” for a child not to have a mommy (by design)? AT&T pushes “gay parenting” in its “Just OK is not OK” ad campaign.
Folks, this AT&T commercial with two homosexual “dads” and their “just OK” babysitter aired frequently during some of the post-Christmas college bowl games. The theme of the ads is, why would you settle for an important service that is “just ok,” as opposed to excellent and trustworthy? Notice the two men going out on a date like normal parents.
Anyone with a pulse who watches TV should have noticed by now that the ad business is engaged in heavy-handed promotion of interracial couples. (It seems as if 90 percent are interracial.) Even for everyday Americans like me who loathe racism and applaud such couples, the campaign is tiresome and condescending. As a friend told me the other day: “It’s as if in TV World, white people don’t marry white people anymore, and black people don’t marry black people.” Irritating overkill from the “diversity” scolds.
Now throw sexual perversion into the mix. Hollywood and Corporate America have been working overtime for years to normalize homosexuality and gender confusion, and it’s only going to get worse. There is a key difference between natural (man-woman), mixed-race marriages and homosexual unions: the former naturally produce beautiful children, while two people of the same sex cannot reproduce (by themselves). One honors God’s created order, the other flouts it and defies our Creator.
Remember, too, that big corporations score points on Human Rights Campaign’s woefully biased “Corporate Equality Index” scorecard for running pro-LGBTQ ads like this. (The HRC scorecard punishes the same companies if they dare to publicly support groups like AFTAH that defend natural marriage.) Surely most Americans are oblivious to this behind-the-scenes manipulation. Play the ad video below: [See more commentary after ad and page jump]
“Insider” pro-homosexual CEOs Stephenson and Turley must step down
AFTAH and other pro-family groups have urged AT&T CEO Randall Stephenson and Ernst & Young CEO Jim Turley to resign from the Boy Scouts’ Executive Board due to their reckless pro-homosexual advocacy.
TAKE ACTION: thank the Boy Scouts for not rushing into a reckless, politically correct decision to rescind their wholesome policy against homosexual immorality. But let them know that nothing short of a clear reaffirmation of their longstanding policy against openly homosexual Scoutmasters and Scouts will restore the good reputation of the BSA. E-mail the Scouts atpr@scouting.org.
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Folks, today we received word that the Boy Scouts of America (BSA) has delayed until May a decision on whether to make the radical change of allowing openly homosexual Scoutmasters and Scouts. The announced delay came after the BSA came under an avalanche of criticism for revealing to the media that the venerable boys organization would likely end its longstanding homosexual exclusion policy — under pressure from “gay” activists and pro-homosexual corporations.
While we at AFTAH welcome this delay, it would have been better if the BSA had simply announced that it was abandoning the misguided idea of opening itself up to homosexuality. But at least we know that the Scouts have gotten the message from the grassroots that allowing homosexuality in the BSA would be disastrous to the organization.
We urge citizens to continue urging the BSA to completely repudiate any policy shift on homosexuality. If the Scouts are to retain the trust of parents nationwide, they must unequivocally reaffirm the current, common-sense policy against homosexuality — which has no place in a wholesome boys organization that professes to teach boys to be “morally straight” and revere God.
Americans For Truth About Homosexuality has very busy defending the idea of keeping the Boy Scouts of America “morally straight.” In the last week, I have done national interviews on the Scouts’ potential capitulation on WVCY America and the Janet Mefferd Show — as well as a half dozen other radio shows. On the WVCY program [listen HERE], a man called in and told how, as a boy, he was molested by his Scoutmaster and “used” sexually again and again. This man was resolutely against changing the Scouts’ existing policy against homosexuality. What a heartbreaking testimony, but what a powerful example of what is at stake in this critical cultural battle.
Internal “gay” advocates must step down
Americans For Truth reiterates its call for the two corporate CEOs who reportedly are the strongest advocates for the pro-“gay” policy change — AT&T CEO Randall Stephenson and Ernst & Young CEO Jim Turley — to resign from the BSA’s Executive Board immediately. Regrettably, these two advocates of homosexuality have undermined the organization they are supposed to be serving. Through their ongoing pro-LGBT advocacy, they have instigated a massive and unnecessary public controversy that has already damaged the reputation of the Scouts.
“Out and proud” homosexuality may be the current rage in the corporate world, but it is not a Scouting value.
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.
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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
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
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.
