martes, 1 de diciembre de 2015

The injection of LGBTQ politics into the business environment: now, publicly supporting the entire LGBTQ movement’s agenda is mandatory

Crybullies Aren’t Just for College: On Corporations and LGBTQ Political Correctness

by D.B. Holiday

Calls for “Safe Spaces” on campus don’t just threaten the future of academia. The same mindset seeks to silence dissent and respectful disagreement in business as well.

Foreshadowing current controversies, in late October South Park created a music video entitled “Safe Space.” The short clip featured its various characters celebrating their “bully proof windows” and “troll safe doors” while thwarting the attempts of the villainous “reality” to puncture their carefully constructed comfort zones.

The irreverent comedy earns its laughs, sharply satirizing campus protests that have spread from Yale to Mizzou and to many other college campuses in the past weeks. It cleverly expresses the reaction of many Americans to the college protests: namely, that while they represent dangerously illiberal ideas and a true threat to the future of academia, their ultimate failure is their inability to prepare students to act like adults in a “reality” after graduation where college administrators will not cater to their every demand.

The problem, however, is that the weaponization of “safe spaces” to constrain and destroy those with dissenting opinions doesn’t just happen on campus. It is an under-recognized yet distressingly common event in the “real world” as well.

The Corporate Equality Index

Nowhere is this more true than in the world of business and technology. In these fields, the norm has changed from the avoidance of politics and religion to a culture in which the failure to openly support key portions of the LGBTQ agenda can result in disciplinary action and, in the case of Brendan Eich and Mozilla, termination. Most companies are not as flamboyant in their activism as college protestors. Still, through the threat of poor performance reviews, denied promotions, and stunted career paths, they are achieving the same effect.

The force behind these new policies is the Human Rights  
Corporate Equality Index (CEI), (1) which has ranked companies based on their commitment to LGBTQ inclusion since 2002 and now includes 407 companies across many industries. The index, however, does not just ask for verbal or financial support for the gay and transgender rights movement. It demands that companies incorporate specific workplace policies, and it penalizes corporations if anyone associated with them dares to dissent publicly. As the Human Rights Campaign has swiftly picked up public and legal victories over the past few years, it has increased the demands for corporations to be awarded a top score in the index as well. 

Today, the CEI ensures that organizations and their employees are committed to the goals of the Human Rights Campaign through five main criteria:

1. Equal employment opportunities must include protections for sexual orientation and gender identity or expression. The first criterion ensures that the organizations include sexual orientation and gender identity in their global non-discrimination policies.

2. Employment benefits must be LGBTQ inclusive. This means that spousal and domestic partner benefits must cover different sex and same-sex couples equally; this applies to health, dental, and life insurance, as well as all other benefits, including adoption assistance for couples. Health insurance coverage must include treatment for transgender patients, including sex-reassignment surgeries.

3. The organization and workforce must be LGBTQ “competent.” This criterion determines whether corporations are committed to the LGBTQ movement internally. To meet this standard, organizations must not only have an employee resource group or diversity council focused on the LGBTQ population but also train their employees to be “culturally competent.” All supervisors must undergo training on sexual orientation and gender diversity, and LGBTQ “diversity metrics” must be included in the performance reviews of leaders throughout the firm.

4. The organization must publicly support LGBTQ equality under the law. This criterion ensures that the corporation is committed to the LGBTQ movement externally. Organizations that seek to meet this criterion must, among other actions, support at least one LGBTQ organization and show public support for LGBTQ equality under the law.

5. The organization is not allowed to be associated with any known activity that would undermine LGBTQ equality under the law. Although not strictly one of the four criteria, the fifth element of the CEI is essentially a tool for blackmail that prevents the company from working with or supporting any organization that may disagree with any part of the Human Rights Campaign’s agenda.

Starting with the 2016 CEI, the Human Rights Campaign is more strictly enforcing elements of this fifth criterion through formal policies, including two new requirements that organizations must only work with suppliers and vendors that have a “fully inclusive non-discrimination policy” and do not contribute funding (including philanthropic donations) to “organizations with a written policy or mission of discrimination on the basis of sexual orientation or gender identity.” While the Human Rights Campaign claims that its index is voluntary, the result of these new policies will be to bully any resisting companies into submission (as has already occurred with Barilla) and financially starve their vendors and non-profit partners until they support the HRC’s agenda.

Exaggerated Definitions of Discrimination


Read more:

(1)  Rating U.S. Workplaces on LGBT Equality

Human Rights Campaign Foundation’s 2016 Corporate Equality Index is the national benchmarking tool on corporate policies and practices pertinent to lesbian, gay, bisexual and transgender employees. In the 2016 CEI report, 407 major businesses — spanning nearly every industry and geography — earned a top score of 100 percent and the distinction of “Best Places to Work for LGBT Equality.”

Download report .pdf here:

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