Image via Wikipedia
I just got the company’s monthly diversity newsletter. Guess what? June is “Lesbian, Gay, Bisexual, and Transgender Pride Month”! This year’s theme, at least at my place of employment, is about “Building Bridges”.
The problem I have with this “Gay Pride Month” stuff has less to do with the present, sexual behavior-driven culture than with the fact that if I were to propose a similar “Christian Pride Month”, I would get a pink slip quicker than I could drop the suggestion in the suggestion box.
Let’s break this down.
Without getting too specific (and therefore possibly raising red flags with my employer), the topic of the first diversity workshop this month is exclusively focused on teaching “straight” people to accept the LGBT culture within the company.
Question: How does a workshop on accepting sexual behaviors that I believe to be biologically and theologically incorrect help me to do my job better? Can’t I just “not ask” and “not be told” what certain folks’ sexual proclivities are and just get to the business at hand? I’m much happier with that option, thank you. Besides, nobody’s bothering to ask me what my sex life is all about. How are my co-workers going to be able to function professionally without this knowledge?
Another workshop proposes to show the financial and business gains to be had simply by ensuring that we focus our hiring efforts on homosexuals. Ok, correct me if I’m wrong here, but isn’t the point of fostering an atmosphere of “inclusion” to actually, you know, foster an atmosphere of inclusion by not saying that one group has an advantage over another?
If they’re making the case that “LGBT businesspeople are just as good as straight ones”, they’ve mangled the execution by titling the workshop to focus just on the advantages of hiring LGBT folks. The assumption that any rational human being would rightly make is that if a hiring manager has a pile of résumés on the desk, there are going to be at least a handful of LGBT applicants mixed in with “straight” ones and that the purpose of the workshop is to boost LGBT hires by persuading managers to favor the LGBT applicants.
And what is going to be the criteria by which a hiring manager selects an LGBT candidate over a straight one? Ask them in the interview? Last I heard, it was an EEOC no-no to ask deeply personal questions during a job interview. I’d be curious to know if there are LGBT folks putting their sexual orientation on their CVs to try to fish for some affirmative action. Straights, don’t try this trick at home. Common sense has long held that by putting the fact that you married someone of the opposite gender on your job application, you are putting your future employment at risk. Does the same no longer hold true for LGBT applicants?
But let’s cut through the crap. What this is really about is payback, pure and simple. A vocal minority of the population with an axe to grind has managed to capture the popular sexual-political zeitgeist and is using that as leverage to exact a bit of sweet revenge for their oppression. The Indian (er, sorry, Native American, er, sorry, Disenfranchised Original Occupant) saying about walking a mile in another’s shoes is an apt one. If I were in their shoes, I guess I couldn’t resist the opportunity to “stick it to the man” either.
But what if you were “the man”. Further, let’s say that you, as “the man”, own a small to medium-sized business. Let’s also say you’re a Christian who believes in complete abstinence before heterosexual marriage and complete fidelity after heterosexual marriage, and you happen to support political causes that reflect those beliefs, not out of meanness, but out of a sense of attempting to recover a long-lost morality that used to make this nation great. Let’s also say that, like the majority of good Christians out there, you’re inclined to live as the Savior lived, accepting all kinds of people as the children of God they are and not excluding them, as the Pharisees did, simply because they’re struggling against temptations and natural (or unnatural) urges.
Would you hold a “Gay Pride Inclusion” month? Or would you simply honor all human beings, 365 and one quarter days of the year, as ought to be the method of respecting our differences?
And can we do away with that word already? DIVersity = DIVision. I prefer the term “variety“. Besides, the only thing God divided at Creation was dark from light, night from day, evil from good. We are supposed to be one, not diverse.