Matt Barber of Liberty Counsel is clutching his pearls and cranking up the faux outrage machine once again, this time over a pamphlet sent out to management at the Department of Justice that offers suggestions on how to maintain a positive work environment for LGBT employees. And he lies about the content of that pamphlet in order to claim that it’s an “attack on freedom.”
Our sources have provided Liberty Counsel an internal DOJ document titled: “LGBT Inclusion at Work: The 7 Habits of Highly Effective Managers.” It was emailed to DOJ managers in advance of the left’s so-called “Lesbian, Gay, Bisexual, and Transgender (LGBT) Pride Month.”
The document is chilling. It’s riddled with directives that grossly violate – prima facie –employees’ First Amendment liberties.
Following are excerpts from the “DOJ Pride” decree. When it comes to “LGBT pride,” employees are ordered:
“DON’T judge or remain silent. Silence will be interpreted as disapproval.” (Italics mine)
That’s a threat.
And not even a subtle one.
Oh, nonsense. First of all, this is a pamphlet of “practical tips to help managers create a truly inclusive workplace
climate.” It’s not a set of commandments delivered from Mt. Sinai. It wasn’t even sent out by DOJ officials, it was sent out by DOJ Pride, the Association of Lesbian, Gay, Bisexual and Transgender Employees of the U.S. Department of Justice and Their Allies. And when you look at this in context, it becomes clear what that little out-of-context snippet means:
Know How to Respond If an Employee Comes Out to You
DON’T judge or remain silent. Silence will be interpreted as disapproval.
DO respond with interest and curiosity. Asking respectful questions will set a positive, supportive tone.
Exactly how to respond will depend on the circumstances. For example:
• If an employee comes to your office, closes the door, and says “I’ve been meaning to tell you this for a while: I’m
gay,” DO thank them for trusting you enough to tell you, ask if they’ve been made to feel safe and welcome in the
workplace, and let them know about DOJ Pride.
• Sometimes the best reaction is a “nonreaction,” meaning not silence but a matter-of-fact, don’t-skip-a-beat response. For example, if an employee mentions her same-sex partner in passing, as in “My partner Janet and I saw the best movie this weekend,” DO react the way you would had she said “My husband Jeremy and I saw the best movie this weekend.” Ask about the movie, where they saw it, if they went out to dinner beforehand, etc.
Got it? For Christians and other morals-minded federal employees, it’s no longer enough to just shut up and “stay in the closet” – to live your life in silent recognition of biblical principles (which, by itself, is unlawful constraint). When it comes to mandatory celebration of homosexual and cross-dressing behaviors, “silence will be interpreted as disapproval.”
Oh, of course. The next memo will require all Christians to dress up in cheerleader outfits and yell “Give me a G, give me an A, give me a Y — what’s that spell?” He then quotes this text from the pamphlet:
“DO assume that LGBT employees and their allies are listening to what you’re saying (whether in a meeting or around the proverbial water cooler) and will read what you’re writing (whether in a casual email or in a formal document), and make sure the language you use is inclusive and respectful.”
And his hysterical overreaction:
Is this the DOJ or the KGB? “[A]ssume that LGBT employees are listening …”? And what are “LGBT allies”? If you disagree with the homosexual activist political agenda, does that make you the enemy?
Oh for crying out loud. What does this mean? It means that if you make an anti-gay joke in the men’s room, you might very well make a fellow gay employee feel very uncomfortable and unwelcome. Again: How not to be an asshole. ZOMG! Communism! These people really are endlessly ridiculous.