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Questions “gay” lobby for rejecting equality for ex-gays
Greg Quinlan
Folks, Herr Herrschaft over at the “Human Wrongs Campaign” is building up quite a record for himself in shutting down dissent to the homosexual activist message. His homosexual comrades might call him The Enforcer: this is the fellow whose threat of a boycott at a 2007 DiversityInc Magazine panel on “Religion in the Workplace” succeeded in getting AFTAH knocked off the panel as the sole voice representing faith-based opposition to homosexuality. Isn’t it amazing how “queer” militants continually play the victim card to the public even as they aggressively lobby to squelch opposing views in the workplace and throughout society (all in the name of “diversity”!)? Kudos to Greg Quinlan and PFOX for exposing the raw hypocrisy of the GLBT Lobby. — Peter LaBarbera, www.aftah.org
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Ex-Gay Addresses Disney Board of Directors
Contact: Greg Quinlan, Parents and Friends of Ex-Gays & Gays (PFOX); 513-435-1125; PFOX@pfox.org
San Antonio, TX — Greg Quinlan of Parents and Friends of Ex-Gays & Gays (PFOX) addressed the corporate directors of the Walt Disney Company at its annual shareholders meeting and asked them to approve a resolution to include ex-gays in Disney’s mandatory diversity training for employees.
“Disney’s diversity training emphasizes gays, lesbians, bisexuals, and transgenders, but fails to include ex-gays,” explained Quinlan. “Ex-gays remain closeted because they are not protected by diversity policies and are subject to open disapproval. Employees who support the ex-gay community are also not welcome to express their views.”
In response to the resolution asking for inclusion and diversity for the ex-gay community, Daryl Herrschaft, director of the workplace project at the Human Rights Campaign Foundation, was quoted by Daily Finance as saying that the resolution is “wrongheaded.” The Human Rights Campaign, known as HRC, is the nation’s largest gay rights organization advocating for gay equality.
“How can HRC demand gay equality when it refuses to extend equality to others?” asked Quinlan. “HRC demands that gays and transgenders be included in diversity policies, but belittles ex-gays who ask for the same rights that gays and transgenders currently enjoy. HRC insists that men can change their gender to become the opposite sex, but refuses to acknowledge that men like me can change our sexual orientation from gay to straight.”
H/T to Jeremy Hooper of the pro-homosexuality website “Good As You” for calling to our attention this excellent video by Coral Ridge Ministries — commending Exxon-Mobil for standing strong in NOT capitulating to homosexual activist lobby. Just as Jeremy thanked us for highlighting 100-percent pro-homosexual Fortune 1000 corporations (according to the “gay” Human Rights Campaign) — so he and his “GLBT” readers could reward these companies with their spending — we thank Jeremy for reminding us why pro-family Americans should patronize Exxon-Mobil gas stations.
Buying gas is painful these days — and there’s much resentment against the Big Oil companies, Exxon included. But if you’re going to pay ridiculous prices at the pump anyway, why not reward a company that refuses to buckle to the aggressive and intolerant Homosexual Lobby? While you’re at it, follow the video’s advice (or go to Exxon’s Contact Page HERE) and commend Exxon Mobil’s executive team, while politely urging them not to give in to the homosexual activists.
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
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:
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.
Pittsburgh Theological Seminary Professor Rob Gagnon, author of The Bible and Homosexual Practice, examines the potential assaults on liberty if the ENDA bill (Employment Nondiscrimination Act, H.R. 3685) becomes law. Gagnon’s paper, “Don’t ENDAnger Your Liberties in the Workplace,” is a must read, as it delves into the potential reactions (and over-reactions) of corporation managers to a federal law that bans “discrimination” based on homosexuality (“sexual orientation”). Check out these scenarios offered by Gagnon:
Suppose in the lunchroom or at the water cooler you engage in a conversation about sexual ethics. If a fellow employee extols homosexual bonds and you express your moral reservations about such bonds, you or the company could be liable for an anti-discrimination lawsuit for creating an intimidating atmosphere in the workplace that adversely affects the standing of a person who is vocal about his or her homosexual activity.
Let’s say that, in response to “diversity” posters, you post on your cubicle the text of Rom 1:24-27. Or in response to a corporate directive that you participate supportively in a “Coming Out Day” you respectfully decline because you find homosexual practice to be morally offensive. Or in an attempt to get exempted from the email list of the company’s “GLBT” organization (gay, lesbian, bisexual, and transgender) you send an email requesting to be removed from the list because you think homosexual practice is immoral. In all these circumstances, you are far more likely to be disciplined or fired, and to have no legal redress, with an “ENDA” in place than without it.
As a means of protecting the company against “discrimination” lawsuits, your employer may require you to attend indoctrination seminars that stress that homosexuality is as morally neutral as race or sex; and, moreover, to participate in “coming out” celebrations in the workplace that affirm “sexual diversity.” Your employer may further prohibit, under penalty of termination, any conversation, written communication, or act that calls homosexual practice into question.
While homosexual and bisexual persons will have their jobs protected under this act, your job status and advancement will have no such protections if you manifest “discriminatory” words against homosexual behavior. Indeed, not only will your religious convictions not be protected in a secular workplace, but also they will be treated as “bigotry” akin to racism and sexism. Corporations don’t generally hire or promote bigots. It is not good for business.
Monitoring of “discriminatory” beliefs toward homosexual and bisexual persons could even extend, at least in the case of white collar employees, outside the workplace. For example, if a school teacher has published in a newspaper a letter that advocates that society not provide legal incentives for homosexual practice, or offers counseling for those seeking to come out of the homosexual life, the courts could rule (as the British Columbia Supreme Court ruled a couple of years ago) that the employer is entitled to take such discriminatory views into consideration in suspending or firing the employee.
Anti-Christian bigotry prevails: Human Rights Campaign’s Daryl Herrschaft threatened to boycott a DiversityInc Magazine forum on “Religion in the Workplace” if Americans For Truth were allowed to participate. The magazine caved in.
By Peter LaBarbera
“How do you balance the need to create an open and equal workplace for LGBT [lesbian, gay, bisexual and transgender] employees with the religious beliefs of those who oppose same-sex relationships?” — proposed discussion question for DiversityInc “Religion in the Workplace” roundtable that includes an atheist and a homosexual activist but dropped Americans For Truth after being lobbied by pro-“gay” panelists
Today I was scheduled to fly to Newark, N.J., to participate in a “Religion in the Workplace Roundtable” discussion sponsored by DiversityInc Magazine. But I won’t be going to Newark – because three of the panelists decided that true diversity was something they simply could not tolerate.
An embarrassed Ms. Frankel said she was forced to disinvite me, less than a week before the event, because Herrschaft and two other panelists (she wouldn’t say whom) had threatened not to come if I were allowed to participate. (I had already bought my airline ticket and received planning materials for the discussion.) Ironically, one of the proposed questions for the roundtable was: “How do you balance the need to create an open and equal workplace for LGBT [lesbian, gay, bisexual and transgender] employees with the religious beliefs of those who oppose same-sex relationships?”
Frankel apologized and said that she was very upset about this development, but that her hands were tied. Of course, she could have stuck with the original plan and told Herrschaft and his two allies to take a hike, or at least a refresher course on genuine diversity.
Frankel’s decision to cave in to HRC’s demands represents a triumph of the new, Intolerant “Tolerance” over real tolerance. In originally inviting me and Americans For Truth to participate, Frankel – representing the very pro-“gay” DiversityInc — was, to her credit, practicing old-fashioned tolerance: people with divergent worldviews listening and talking respectfully to one another about each other’s viewpoint, in a spirit of civility.
The New Tolerance – epitomized by Herrschaft’s arrogant threat – is “tolerant” in name only. It is driven by ideology and power. Here’s the formula: certain viewpoints that the Left finds intolerable – e.g., that homosexuality is wrong and changeable behavior – must be denied public expression, or at least be marginalized. All to build a “hate-free” society, you see. (Conservative college students know well this counterfeit brand of “tolerance and diversity.”)
In his famous dissent in Lawrence v. Texas, the 2003 U.S. Supreme Court decision that struck down Texas’s same-sex sodomy law, Antonin Scalia railed against the legal profession for embracing the “anti-antihomosexual culture.” Well, Scalia got that right.
Not only are the nation’s elite law firms not anti-gay, they are putting out the lavender welcome mat. Perks that seemed radical just 10 years ago are now standard fare at Am Law 200 firms: health care benefits for domestic partners, nondiscrimination pledges and sponsorship of gay organizations. Firms are also stampeding to recruit candidates at gay job fairs. And according to a survey by gay rights organization Human Rights Campaign, the legal profession ranks high in gay-friendliness when compared to other industries.
The HRC has actually done a great service for those of us who believe in traditional family values. All we have to do is the OPPOSITE of what HRC recommends.
Following is a partial list of the companies, products, and services which we who believe in traditional family values need to patronize because they are not caving into the radical homosexual agenda. When we buy these products, we need to commend the management and tell them that we will patronize their companies, products, and services so long as they do not perpetuate the homosexual agenda:
Donna Garner is a Texas education advocate who taught for almost 33 years, and served as a writer/consultant for Scott & White’s “Worth the Wait” sex education curriculum, among other endeavors. She and her husband have been married for 43 years, have two sons, two daughters-in-law, and five grandchildren.
Eastman Kodak Company now gives preferential treatment to 
Anti-Christian bigotry prevails: Human Rights Campaign’s Daryl Herrschaft threatened to boycott a DiversityInc Magazine forum on “Religion in the Workplace” if Americans For Truth were allowed to participate. The magazine caved in.
