By Sonja Dalton

A gender confusion activist responds to the firing of a “transgendered” faculty member — a male now living/dressing as a woman — by a private Christian university:

Dr. Albert Mohler is quoted in Gender Issues at the Heart of Culture War (published Nov 23, 2004, by the Council on Biblical Manhood and Womanhood) as saying:

“The issue of gender, in my estimation, is at the very center of the target of our secular age and postmodern world,” Mohler said. “It is also at the very center of the target of where we see theological accommodation is taking us, not only in the body of divinity, but also in the complex of the comprehensive truthfulness of God’s Word. What we are looking at here is an assault upon God’s glory.“

So, Danny Baker, we offer you a few examples of Scriptural authority that address “changing genders” and we pray that you will consider them soberly:

So God created man in His own image,
in the image of God He created him;
male and female He created them.

— Genesis 1:27

The Bible describes a strict gender binary — only two sexes, male and female. God did not create a “FTM trans-male” and a “MTF trans-female” or a “genderqueer” or a “two-spirit” person. He created man and woman, and that is what He blessed.

Notice that Scripture says whoever — a completely inclusive term that leaves no room for justifying alternate behavior, even despite confused emotions, discomfort or dissatisfaction, or intense desire. This passage teaches that whoever (i.e., anyone, all, no matter who) cross-dresses, whoever mutilates their natural sexual organs in order to emulate the opposite sex, is an abomination to the LORD your God — not to “trans-phobic, hateful, judgmental Christians,” but to Jehovah God who created them.

After all, Christians are merely repentant sinners, formerly alienated, enemies of God ourselves, so how could we as redeemed sinners rightly look at another sinner as an abomination to us? No, we as Christians look with compassion, we warn of God’s impending final judgment, and we urgently invite all to share in the mercy which we ourselves so desperately need and for which we are so grateful: Come and see how Jesus Christ can transform your mind and your life!

Excerpted from Transgender Professor Fights Dismissal at Christian School, published Feb 2007, by Associated Press:

Julie Nemecek has long, manicured fingernails and wears a blond wig, makeup and dangling earrings.

She’s also legally a man.

Julie, formerly John, says she gained a lot emotionally after starting to live openly as a woman in recent years — cross-dressing, getting hormone therapy and, a week ago, legally changing her name. But she lost something as well: her job.

Spring Arbor University, a small, evangelical Christian school…, fired the 55-year-old associate professor earlier this week…

In a recent statement, the school said: “Our curriculum integrates faith in all aspects of our liberal arts education, and we expect our faculty to model Christian character as an example for our students.”

…After the Nemeceks’ three grown sons moved out, John started researching gender issues in 2003. He was diagnosed with gender identity disorder, decided he could no longer live a lie and told his shocked wife.

Joanne, 55, didn’t know if she could stay in the marriage, especially when John wanted to transition further into living as a woman. She thought John’s lifestyle was sinful but eventually changed her mind after learning more about his condition…

Being Julie, however, hasn’t been easy.

Excerpted from ADF Helps Protect Three Children from Demands of Unfaithful Military Father Who Left Wife for Boyfriend, published Mar 2, 2007, by Alliance Defense Fund:

Court denies father’s appeal for boyfriend to stay overnight while children visiting and for permission to show affection with boyfriend in children’s presence

An active duty military officer who left his wife to pursue sexual relationships with other men failed in his appeal to have certain visitation restrictions to his three children dropped Tuesday.

The mother, represented by attorneys with the Alliance Defense Fund and the Alexandria law firm Gannon & Cottrell, P.C., the lead attorneys in the case, opposed the father’s request to be allowed overnight stays with his three children while his boyfriend is present. She also objected to her former husband’s request that he be allowed to openly display affection with his boyfriend in front of the children.

“The interests of children far outweigh a man’s desire to be selfish,” said ADF Legal Counsel Dale Schowengerdt. “We are talking about a man who repeatedly cheated on his wife to engage in sexual acts with other men and then left her for one of those men. This father and his attorneys with Lambda Legal then decided to take it a step further and demand that very minimal and common visitation restrictions designed to protect the children be dropped. There’s no doubt the Court of Appeal did the right thing in refusing this demand.”

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

I read this testimony with tears of joy streaming down my face — GOD IS SO GOOD! Let us thank Him for the amazing transformation in Charlene Cothran’s heart and life — and let us pray that He will endow her with courage and wisdom as she grows in the grace and knowledge of the LORD. She is the publisher of Venus Magazine — check out the updated mission statement! — Sonja Dalton

From Redeemed! 10 Ways to Get Out of the Gay Life, If You Want Out, by Charlene E. Cothran, published by Venus Magazine:

Over the past 29 years of my life I have been an aggressive, creative and strategic supporter of gay and lesbian issues. I’ve organized and participated in countless marches and various lobbying efforts in the fight for equal treatment of gay men and lesbians. I have kept current on the issues and made financial contributions to those organizations doing work about which I was most passionate.

As the publisher of a 13 year old periodical which targets Black gays and lesbians, I have had the opportunity to publicly address thousands, influencing closeted people to ‘come out’ and stand up for them selves, which is particularly difficult in the African-American community.

But now, I must come out of the closet again. I have recently experienced the power of change that came over me once I completely surrendered to the teachings of Jesus Christ. As a believer of the word of God, I fully accept and have always known that same-sex relationships are not what God intended for us.

I don’t expect that this message will be widely received, quite the contrary. But, I do know that there is someone, possibly reading this very article, who is tired and unhappy living this way. Someone, in your heart of hearts, is searching for a way out, but you just can’t seem to break free on your own. I am speaking to my gay and lesbian brothers and sisters who want real peace; the kind you’ve heard about, sung about, read about. It is simpler than you think to acquire it and there is no condemnation once you’ve entered it.

Although I have lived as a lesbian for my entire adult life, it is without a doubt my soul’s purpose to use my gifts to LOVINGLY share the truth about how we got here: how we came to be gay or lesbian, how we came to enjoy our ‘lifestyle’ and how we came to believe that this was OK with God. [Romans 1:21-28]

Many argue that each individual should determine for themselves what God intends for him or her. This would indicate that we each have a separate set of biblical rules to live by. This is untrue. If you are ready for change and willing to open yourself to the truth, God’s love can bring your current belief system in line with His Word. Jesus will cleanse and forgive all confessed sin from a willing heart. Homosexuality is only one of them. It is no greater sin than any of the others, but it is sin.

By now you’re asking, ‘Has she lost her mind? My answer is NO. I didn’t lose it, I gave it away! In fact, I traded it in for a new one! [Romans 12:1-2]

ONE TUESDAY MORNING

I was minding my own business one fine New Jersey morning when I received a call from a local pastor, the Rev. Vanessia M. Livingston. I had never spoken to her previously. She was calling to add a statement to an article about her gospel group in another paper we own called the Kitchen Table News.

I don’t remember how we got on the subject of salvation but she could not have known how much I had been struggling with trying to reckon my spiritual upbringing with my lesbian lifestyle.

My stiff-necked resistance to the truth arose in me as she ministered. I honestly figured that if I simply mentioned the ‘L’ word that she’d drop the phone, anoint it with oil and that would be the last I’d hear from her. But that’s not what happened. The pastor prophetically confirmed what I’ve known for years, ‘one day you will come out of the world and bring many gay and lesbian souls out with you.’ She asked if today was the day that I would choose but I said no. I felt the power of conviction upon me as she spoke but I resisted and hardened my heart against the truth as I had done many times before. I was not willing to hear her or give up my all to God, especially knowing that I had a confirmed speaking engagement scheduled the following week at the Schomberg Center during New York City Gay Pride.

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.

Our culture is increasingly coarse and vulgar. Recent television commercials include one for a new show where the main character talks about a “tiny v*****” (female anatomy) and one for “Interactive Male” (which advertises their service as “the best place for gay and bi-curious guys to meet and hook up for sex, dating or friendships”). Lifetime TV (the channel for women?) is airing another new show called Gay, Straight, or Taken? where single women test their guy-dar (or gay-dar?). If she picks the available straight man, she wins a “luxurious dream getaway” with the bachelor, practically a stranger; if not, the guy she picks wins the trip with his female or male “partner.” Not so long ago, the public would have been outraged at such filth.

Now the cultural sewage spills into our state legislatures which will be debating: Toilets for “Transgenders.” The Massachusetts Transgender Political Coalition has created a “resource” crudely entitled Peeing in Peace.

“Gender neutral” public toilets are part of the homosexual/”transgender” activist vision of the future — which means women and children will be forced to share restroom facilities with cross-dressing men or with “femme” homosexual men or even potentially with predators who decide to frequent women’s public restrooms. The purpose for exposing the heterosexual majority to mixed gender bathrooms is allegedly to protect the sexually confused from attack or harrassment in men’s public bathrooms. AFTAH categorically condemns violence against any practicing homosexual or cross-dressing person…but we also oppose this radical change to public toilet policy, as well as the waste of taxpayer resources in debating it. — Sonja Dalton

Read more at MassResistance…

“For many weeks prior to the February 27, 2007 school board hearing, community activist James Hartline begged and pleaded for Christians to come and stand up for the kids who are being exposed to the pornography of the San Diego Gay Pride events. Hundreds of San Diego pastors received emails from Hartline. Not one pastor showed up.“

“Out of the 1,700 churches in San Diego County, not one pastor showed up…”

An Action Alert from our friend, James Hartline:

If there hadn’t been any witnesses, most people would not have believed what the superintendent of schools for the San Diego Unified School District told a packed audience during a February 27, 2007 school board meeting. In response to complaints that an elementary school in San Diego, California was exposing small children to pornographic imagery when marching the kids in the San Diego Gay Pride Parade last year, school superintendent Carl H. Cohn stated, “We investigated these concerns and did not find any parents who have a problem with their kids in the gay pride parade.”

Cohn’s response came after James Hartline, a local community activist and child protection advocate, issued a stinging speech condemning the school board’s refusal to stop the children from marching in the parade under the banner of the San Diego Cooperative Charter School. Joining Hartline were eleven other supporters including attorney Robert Sutton and his wife Kim Tran, a Republican candidate for the California State Assembly. In his speech, Sutton likened the battle to save kids from the “gay pride” onslaught to that of the struggle to free the slaves during the 1800’s. Ms. Tran, a mother of five children and numerous foster children, is especially outraged that small children are being marched in a parade that openly displays xxx porn companies and male prostitutes. “I cannot believe that this school board doesn’t do anything about what this charter school is doing to these little children. It is so heartbreaking,” cried Tran.