It seems that June has been designated "Gay Pride Month" in various places.
A friend of mine gave me a copy of an e-mail message (apparently non-confidential in nature, so I don't expect any problem sharing it with you) sent by Mr. J.A.B., president and acting-CEO of a well-known multinational corporation, to all of that company's employees (including my friend).
Here it is in its entirety (I will edit out identifying information):
"Subject: Gay Pride Month in context.
"June is Gay Pride Month, when we celebrate the contribution that this particular group of employees has made to [our company's] success. Since first publication of the Gay Pride Month link [on our internal employee website] earlier this month, I and members of the Executive Council have received a number of negative and derogatory messages against the company's support of Gay Pride Month.
"[Our company] observes various 'heritage months': Black History Month in February; Women's History Month in March; Asian Pacific Month in May; Gay Pride Month in June; Hispanic Heritage Month in September; Disability Awareness Month in October; American Indian Month in November; and Multicultural Celebration Day in December [I guess that means "Call-It-Anything-But-Christmas"?--G/F]. The point of all these is to drive inclusion, fight harassment and discrimination, and remind us to value people as individuals. Recognizing diversity--all elements of it--is a key component of our business strategy.
"The foundation of our success [here] is based on our ability to attract and retain the best people possible for the jobs we have. To do that, we must create and maintain an environment where, collectively, we can design, produce, and support products and services that make our customers and shareholders successful. A key part of creating that environment is aimed at helping all employees know that they are appreciated for the contributions they make toward helping [this company] meet its business objectives.
"We need to ensure that we treat all employees--including gay and lesbian employees--with dignity and respect. While we could point to the law as the rationale for our actions, I believe that it's our obligation to demonstrate on a regular basis not only our commitment--but also our resolve--to provide an opportunity for each employee to learn more about the diversity that underlies this company's strength.
"Thank you. --J..."
Well, that was rather instructive, I think. I don't quite understand his oblique reference to "the law" in the last paragraph, though. I'm not aware of any law that compels all companies to observe Gay Pride Month. (Maybe it has to do with possible government contracts the company has, I dunno...) All very politically correct and all.
I suggested to my friend that he respond to this message--as charitably as possible--through the company's approved channels, and he said he already intended to do so at the first opportunity.
If it were me, I'd respond like this:
Clarifying the context of Gay Pride Month
Dear Mr. B... ~
In your message titled "Gay Pride Month in context," you said rightly that "a key part of creating that environment (of success) is aimed at helping all employees know that they are appreciated for the contributions they make toward helping [this company] meet its business objectives."
Appreciated for their contributions to the business' success, certainly, but not for their "lifestyles" (or, more precisely, their personal socio-sexual inclinations, decisions or behaviors).
Being "gay" has nothing to do with who they are--despite their inevitable protestations to the contrary--as persons (as is the case with Blacks, women, Hispanics, American Indians, Italians, Chinese or Croatians), but rather what they do (their socio-sexual attitudes or behaviors and/or political/social activism).
If some employees choose to identify themselves primarily according to this psychological element of their personalities, that's fine & I have no problem understanding that. But there is no credible reason that a company such as yours should highlight this personal condition. (Please NOTE: Not all people who experience same-sex attractions identify themselves as "gay." That appellation was adopted/co-opted by a particular socio-political movement. It is improper (and to some degree, insulting) to refer to all homosexuals as "gays.")
However, if your company chooses to continue to observe "Gay Pride Month" in the future, why not (in all fairness) balance this by establishing "Christian Heritage Month" (how about in April?) to draw attention to the heritage of those employees (certainly much more numerous than those who identify themselves as gay) who identify themselves as Christians, to let them all know how much their contributions are valued and appreciated? After all, it would be a perfect "opportunity for each employee to learn more about the diversity that underlies this company's strength," don't you agree?
I have every confidence that this proposal would not offend non-Christian employees any more than non-gay or non-Hispanic employees are offended by the special recognition afforded those groups (which is to say not at all).
Thank you for your kind and thoughtful consideration.
Respectfully yours,
~ "the Green Flash"
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